WorldWideScience

Sample records for aecb staff review

  1. AECB staff review of Pickering NGS operations for the year 1988

    International Nuclear Information System (INIS)

    The operation of Pickering NGS-A Units 1-4 and Pickering NGS-B Units 5-8 are monitored to ensure compliance with licensing requirements by the AECB Pickering project office staff. This report presents AECB staff's review of major licensing issues and of the operational performance of Pickering NGS during 1988. The report is limited to those aspects that AECB staff considers to have particular safety significance. More detailed information on routine performance is contained in Ontario Hydro's 1988 Quarterly Technical Reports for Pickering NGS-A and Pickering NGS-B

  2. AECB staff review of Bruce NGS'A' operation for the year 1987

    International Nuclear Information System (INIS)

    This report presents AECB project staff's review of major licensing issues and of the operational performance of the station during 1987. Ontario Hydro reports and official correspondence and observations on AECB staff at site have been taken into consideration. The report is limited to aspects of the station performance that AECB staff considers to have a safety significance. Where significant developments associated with issues addressed in the report occurred in the early part of 1988 (up to the time of writing), these are mentioned where appropriate. Ontario Hydro's Quarterly Reports for 1987 contain detailed technical information on the performance of the station, individual units and unit systems. It is the opinion of AECB project staff that despite a number of commendable actions and achievements which are identified in this report, the performance of the station in 1987 was only marginally satisfactory and less satisfactory than in 1986. This assessment is supported by key performance indicators such as the number of reportable significant events, the number of events caused by or influenced by human error and the reactor trip frequency, all of which exceeded 1986 levels, and also by the lack of satisfactory progress made during the year on actions to address the findings of the Fall '86 AECB Assessment of Operating Practices. AECB staff considers that the outstanding operations and maintenance problems that were identified in the 1986 Assessment are due, in part, to an ineffective quality assurance program, and in part to a shortage of resources

  3. AECB staff review of Bruce NGS 'A' operation for the year 1989

    International Nuclear Information System (INIS)

    The operation of the Bruce Nuclear Generating Station 'B' is monitored and licensing requirements are enforced by the Atomic Energy Control Board (AECB). This report records the conclusions of the AECB staff assessment of Bruce NGS 'A' during 1989 and the early part of 1990. Overall operation of the station met acceptable safety standards. Despite numerous problems and technical difficulties encountered, station management and supervisory personnel acted with due caution and made decisions in the interests of safety. There was evidence of improvement in a number of key areas, supported by pertinent indicators in the objective measures table. The extensive inspection and maintenance programs carried out during the year revealed the extent of component deterioration due to aging to be larger than expected. Hydrogen embrittlement of pressure tubes, erosion/corrosion of steam and feed water valves, heat exchanger tubes and piping, fouling of boilers and heat exchangers, and environmental damage of electrical equipment are examples. Continued aging of plant equipment and its potential for reducing the margins for safe operation must be taken into account by Ontario Hydro in establishing priorities and target dates for completion of actions to resolve identified problems at Bruce NGS 'A'. (2 tabs.)

  4. AECB staff annual report of Darlington NGS 'A' for the year 1990

    International Nuclear Information System (INIS)

    This report presents the AECB staff review of major licensing issues and of the operational performance of the station during 1990. In addition to the reports mentioned above, other Ontario Hydro reports, official correspondence, and observations of AECB site staff have been taken into consideration. The report is limited to those aspects of station performance that AECB staff consider to have some safety significance. Developments of significance associated with issues addressed in the report that occurred in the early part of 1991 are also mentioned

  5. Consolidated results of the AECB staff's detailed review of Ontario Hydro Nuclear's integrated independent performance assessment and safety system functional inspection findings

    International Nuclear Information System (INIS)

    In January 1997, Ontario Hydro announced that a team of nuclear industry experts from the United States, called the Nuclear Performance Advisory Group (NPAG), had been employed to help manage its nuclear program and to implement needed improvements in Ontario Hydro Nuclear (OHN) operations. In the spring of 1997, NPAG initiated a series of detailed reviews of OHN's operations, at its Pickering, Bruce and Darlington nuclear generating stations and in OHN's Head Office groups. These reviews, called 'Independent Integrated Performance Assessments' (UPA) and 'Safety System Functional Inspections' (SSFI), were carried out in April and May of this year with the objective of developing 'an integrated, accurate, and comprehensive understanding of the performance of OHN'.They were conducted in response to a request from the President of Ontario Hydro for a 'brutally honest' assessment of Ontario Hydro Nuclear. NPAG has since been integrated into Ontario Hydro's line organization. Ontario Hydro's Board of Directors received the results of the IIPAs and SSFIs and an Ontario Hydro report titled Basis for Continued Operation on August 12, 1997. AECB staff has been reviewing the reports containing these results since receiving them at that time. The conclusions of these studies are extremely critical of the management of Ontario Hydro Nuclear. They identify a large number of shortcomings in the operation and maintenance of the nuclear generating stations. Ontario Hydro states in the IIPA and SSFI reports that the reports are, by design, negative in slant and emphasize the weaknesses in performance rather than the strengths. The reports conclude that the stations can continue to operate safety while the near and long term improvements are implemented. This report contains the consolidated results of the AECB staffs detailed review of the IIPA and SSFI findings. (author)

  6. AECB staff annual assessment of the Point Lepreau Nuclear Generating Station

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of reactor safety at the Point Lepreau Generating Station in 1996. Point Lepreau operated safely but the worsening trends in NB Power's safety performance leads to the conclusion that urgent action is required. NB Power is required to report formally to the AECB on progress with measures to improve safety management every six months. Further licensing action will be taken on NB Power if it fails to make the improvements

  7. AECB staff annual assessment of the Bruce B Nuclear Generating Station for the year 1996

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of reactor safety at the Bruce Nuclear Generating Station B for 1996. It was concluded that Ontario Hydro operated Bruce B safely in 1996. Although the Bruce B plant is safe,it was noted that the number of outages and the number of secondary and tertiary equipment failures during reactor unit upsets increased. Ontario Hydro needs to pay special attention to prevent such a decrease in the safety performance at Bruce B

  8. AECB staff annual assessment of the Bruce A Nuclear Generating Station for the year 1996

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of reactor safety at the Bruce Nuclear Generating Station A for 1996. Ontario Hydro operated Bruce A safely in 1996, maintaining the risk to workers and the public at an acceptably low level. Special safety system performance at Bruce A was adequate. Availability targets were all met. Improvement is needed to reduce the number of operating licence non-compliances

  9. Promoting a learning culture to maintain the nuclear safety competence of AECB staff

    International Nuclear Information System (INIS)

    In the Canadian regulatory approach, the safe operation of a nuclear installation is primarily the responsibility of the operator. The mission of the Atomic Energy Control Board (AECB) is to ensure that the use of nuclear energy does not pose unnecessary risk to workers, the general public and the environment. The AECB fulfills this responsibility through a comprehensive licensing framework in which compliance with regulatory standards and requirements is assured through systematic safety assessments, inspection and enforcement. These responsibilities require regulatory staff with specialized academic backgrounds and work experience related to the industry. In the past, the AECB readily attracted and retained the qualified personnel needed to ensure nuclear safety competence. However, several factors are now altering this situation. Anticipated retirement in the years ahead among the current generation of staff will result in significant losses of corporate knowledge and experience. In addition, the stagnation of the domestic nuclear power industry has impacted significantly on the recruitment of suitably qualified replacement candidates. Many Canadian universities have had to reduce their nuclear programmes as fewer undergraduate and postgraduate students choose a nuclear career option. In these circumstances, maintaining the AECB's nuclear safety competence requires a more systematic and deliberate approach. This paper describes the measures that the AECB has taken and is planning to take to promote a learning environment, and to assist staff in establishing and maintaining their knowledge and skills. (author)

  10. AECB staff annual assessment of the Bruce B Nuclear Generating Station for the year 1995

    International Nuclear Information System (INIS)

    This report is the Atomic Energy Control Board (AECB) staff assessment of reactor safety at the Bruce Nuclear Generating Station B for 1995. Our on-site Project Officers and Ottawa-based specialists monitored the station during the year. AECB staff conclude that Ontario Hydro operated Bruce B safely in 1995. Radiation doses to workers and the public were well below the legal limits and remained well within Ontario Hydro's internal targets. Worker radiation doses increased slightly but were comparable to previous years. 7 tabs., 3 figs

  11. AECB staff annual assessment of the Pickering A and B Nuclear Generating Stations for the year 1994

    International Nuclear Information System (INIS)

    The Pickering Nuclear Generating Station (PNGS) is located on the north shore of Lake Ontario, about 32 km east of downtown Toronto. It consists of two stations, PNGS-A and PNGS-B. Each station contains four reactor units. PNGS-A consists of Units 1 to 4, while PNGS-B consists of Units 5 to 8. Each unit can generate about 540 megawatts of electricity. All eight units are located within a single enclosure. Ontario Hydro's Pickering Nuclear Division has assigned one Station Director with authority over both stations, but each station has its own organization. AECB issue a separate operating licence for each station. This report presents the Atomic Energy Control Board staff assessment of the Pickering stations' safety performance in 1994 and other aspects that they consider to have significant impact on nuclear safety. AECB based their conclusions on their observations, audits, inspections and review of information that Ontario Hydro submits to them as required by the station Operating Licences. 11 tabs., 8 figs

  12. AECB staff annual assessment of the Pickering A and B Nuclear Generating Stations for the year 1996

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board is the independent federal agency that controls all nuclear activities in Canada. A major use of nuclear energy in Canada is electricity production. The AECB assesses every station's performance against legal requirements, including the conditions in the operating licence. Each station is inspected and all aspects of the station's operation and management is reviewed. This report is the AECB staff assessment of reactor safety at the Pickering A and B Generating Stations for 1996. PNGS-A and PNGS-B operated safely during 1996. Although the risk to the workers and the public is low, major safety related changes are necessary at the stations and the sustainability of those changes needs to be demonstrated. Improvement is needed by Ontario Hydro in meeting the time limits for reporting reportable events. Ontario Hydro's follow up to events and causal factor analyses continue to need improvements. Improvements are needed to operational safety and reactor maintenance at both A and B. There are signs of improvement through Ontario Hydro's plan for recovery, and in station management changes. There also appears to be commitment to safety expressed at the highest level of the utility

  13. AECB staff annual report of Darlington NGS for the year 1991

    International Nuclear Information System (INIS)

    Ontario Hydro operated Darlington in a safe manner in 1991. Ontario Hydro violated the Atomic Energy Control Regulations once and the physical security regulations three times in 1991. They failed to observe the Operating Licence conditions on ten occasions. The AECB did not find that the individual events had a significant impact on safety. There were no violations of the construction licence. None of the station staff received a radiation dose in excess of the regulatory limit. Radioactive emissions from the station were far below the regulatory limit. Special safety system performance was not fully satisfactory. Ontario Hydro failed to meet the unavailability targets for shutdown system one and the negative pressure containment system. Ontario Hydro reported seventeen incidents under conditions of the Operating and Construction licences. Units 1 and 2 remained shut down for most of 1991 because of unexplained fuel bundle damage in the reactor core. Ontario Hydro has decided to replace the main generator rotors because of cracks discovered on the rotor shaft. A fully modified rotor was installed on Unit 1. Ontario Hydro staff have a significant backlog of maintenance work. The Quality Improvement Program seemed to work well, resulting in some noticeable improvements. Three Shift Supervisors and four Control Operators were licensed this year. All planned emergency exercises and drills took place as scheduled. Ontario Hydro identified and are addressing several areas for improvement during the drills. Except for a power supply interruption to some IAEA equipment, Ontario Hydro achieved all its safeguards goals at Darlington in 1991. The Tritium Removal Facility (TRF) operated intermittently during 1991. Ontario Hydro is proceeding with the design and planning of an annex to the TRF to replace the present temporary facilities. (Author)

  14. AECB staff annual assessment of the Pickering A and B Nuclear Generating Stations for the year 1995

    International Nuclear Information System (INIS)

    This report is the Atomic Energy Control Board (AECB) staff assessment of safety at the Pickering Nuclear Generating Station (PNGS-A and PNGS-B) for 1995. Our on-site Project Officers and Ottawa-based specialists monitored the stations throughout the year. In 1995, compliance with the Transportation Packaging of Radioactive Materials Regulations and the Cost Recovery Fees Regulations was satisfactory. The performance of the special safety systems was good. Releases of radioactive materials from the station were low and well below the legal limits for public safety. 10 tabs., 7 figs

  15. Review of utility staff training and certification

    International Nuclear Information System (INIS)

    The Advisory Committee on Nuclear Safety (ACNS) has reviewed the nuclear utility training programs in Canada and the Atomic Energy Control Board (AECB) certification program, to determine their effectiveness in meeting current and future needs. It has also looked briefly at the practices in other countries and in the aviation industry in Canada, by way of comparison. While a quantitative measure of effectiveness was beyond the scope of this review, on a purely qualitative basis the ACNS concludes that the current training and certification regime produces qualified operators, but not necessarily in the most effective way. The report makes five recommendations. The thrust of these recommendations is towards a more effective and streamlined training and certification regime based on strict adherence to the Systematic Approach to Training (SAT) methodology combined with independent verification through a peer review and accreditation process. The Committee believes that training and qualification of nuclear power plant operating staff is the complete responsibility of the utilities and that the role of the AECB is to audit the process to ensure that the utilities discharge their responsibility appropriately. In other words, the AECB should deal with operator training and certification in the same way that it deals with other aspects of nuclear power plant operation that are important to health, safety, security and the environment - by inspections and audits. The Committee believes that the proposed regulatory requirement for recertification of certain nuclear power plant operating staff, which would come into effect when the new Regulations are promulgated, is not consistent with the government's thrust and with how the AECB regulates other aspects of nuclear power plant operations. (author)

  16. Methodologies for evaluation of AECB regulatory program

    International Nuclear Information System (INIS)

    AECB (Atomic Energy Control Board) commissioned this report to obtain information about methods of planning and conducting evaluation of its regulatory program. The report begins with a bibliography consisting of 280 abstracts assembled from an extensive search of international literature. Each cited publication describes or uses methods applicable to the evaluation of regulatory programs. The report continues with a review of the methodologies found in the literature. It identifies the most relevant references for each step in program evaluation: the commissioning of evaluation; the identification of evaluation issues; the defining of questions; the answering of questions; the reporting of reslts, and the implementation of recommendations. Finally, the report examines the applicability, advantages and disadvantages of the different evaluation methods and makes recommendations about the selection of methods and their application to the AECB program

  17. Evaluation of the AECB's process of consultation with employees of its licensees

    International Nuclear Information System (INIS)

    The study involved a review of public consultation methods used by various Federal Government agencies. These were then compared to the existing AECB programs to evaluate potential improvements. These were also referred to in later surveys of employees at licensed facilities to determine their perceived appropriateness. The majority of employees were both aware of AECB and correctly understood its function. Both of these aspects increased as a function of union membership, age, income, male sex and ARW status. However, the use of AECB consultative documents declined with union membership and increased with membership in professional associations. Satisfaction with the AECB consultative process was fairly low. Workers tended to be more satisfied with other agencies or safety associations. Feelings of job safety were greatest among those who received consultative documents or read AECB press releases. Feelings of safety also increased with age, education, income and professional association membership, but declined with union membership. Unionized employees expressed a desire for more consultation with AECB. Recommendations to improve the process of consultation are included

  18. To assure public safety in a nuclear age we must reform the AECB

    International Nuclear Information System (INIS)

    The author argues that the Canadian AECB should clearly be seen to be independent of the nuclear industry and of governmental interference. He considers the board to be too small, as well as understaffed, and would expand it to seven members, three of them full-time. A larger staff would enable the board to serve as a reliable source of independent public information on nuclear regulatory issues. It is suggested that the government should publish policy directives for the AECB annually. Another suggestion is that some research should be contracted out to the National Research Council, instead of to the nuclear industry. The author wishes to accelerate changes that the AECB itself has set in motion. (N.D.H.)

  19. Estimating the costs of AECB regulation

    International Nuclear Information System (INIS)

    An attempt is made to answer questions relating to the feasibility of determining costs imposed by regulatory activities of the Atomic Energy Control Board, and to provide a conceptual and methodological framework for an actual cost study of existing AECB requirments. (L.L.)

  20. Estimating the costs of AECB regulation

    International Nuclear Information System (INIS)

    A comprehensive analysis of the costs to the Canadian nuclear industry of the present Atomic Energy Control Board regulatory activities was carried out to provide a framework for a socio-economic impact analysis of AECB regulations. Regulaory costs in uranium mining and milling, fuel fabrication, power generation, the nuclear fuel cycle as a whole, and radioisotope use are studied. The cost of safety measures which industry would still undertake in the absence of government regulations ('prudent operator' costs) are not included. (L.L.)

  1. COMPOSITION OF STAFF REVIEW ADVISORY BODIES - 2002

    CERN Multimedia

    Human Resources Division

    2002-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows: Senior Staff Advancement Committee (SSAC) Cristoforo BENVENUTI/EST [Convener] David PLANE/EP Peter SCHMID/EP Technical Engineers & Administrative Careers Committee (TEACC) Robin LAUCKNER/SL [Chairman] Flemming PEDERSEN/PS Lucie LINSSEN/EP Dietrich SCHINZEL/EP Marcel MOTTIER/EST Louis WALCKIERS/LHC Long-term contract Boards (LTCBs) (Categories 2 & 5a) Tiziano CAMPORESI/EP [Convener] Florence RANJARD/EP [Alternate] Jacques GRUBER/PS [until 30.6.2002] Roger BAILEY/SL [from 1.7. 2002] Peter SIEVERS/LHC [Alternate] Doris FORKEL-WIRTH/TIS Pierre NININ/ST [Alternate] Sue FOFFANO/AS Maarten WILBERS/DSU [Alternate] Werner ZAPF/HR[Secretary] LTCB 2 Categories 3, 4, 5b & 5c) Véronique PARIS/SL [Convener] Fabien PERRIOLLAT/PS [Alternate] Mats WILHELMSSON/ST Charles NUTTALL/TIS [Alternate] Lucie LINSSEN/EP Alfredo PLACCI/EP [Alternate] Patrick GEERAER...

  2. Composition of Staff Review Advisory Bodies - 2003

    CERN Multimedia

    2003-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows : Senior Staff Advancement Committee (SSAC) David Plane/EP [Convener] Enrico Chiaveri/AB Peter Schmid/EP Technical Engineers & Administrative Careers Committee (TEACC) Robin Lauckner/AB [Chairman]Marcel Mottier/EST Michael Letheren/EP Louis Walckiers/AT Lucie Linssen/EP Mats Wilhelmsson/ST Long-term contract Boards (LTCBs) LTCB 1 (Categories 2 & 5a) Tiziano Camporesi/EP [Convener]Florence Ranjard/EP [Alternate] Roger Bailey/ABPeter Sievers/AT " " Doris Forkel-Wirth/TISPierre Ninin/ST " " Rob Rayson/HRMaarten Wilbers/DSU " " Seamus Hegarty/HR [Secretary] LTCB 2 (Categories 3, 4, 5b & 5c) Véronique Paris/AB [Convener]Fabien Perriollat/AB [Alternate] Christian Lasseur/ESTRamon Folch/EST " " Lucie Linssen/EP Alfredo Placci/EP " " Mats Møller/ASLaszlo Abel/SPL " " Seamus Hegarty/HR [Secretary] Human Resources Division Tel. 74128

  3. COMPOSITION OF STAFF REVIEW ADVISORY BODIES - 2001

    CERN Multimedia

    Seamus Hegarty / HR; Tel. 74128

    2001-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows : Senior Staff Advancement Committee (SSAC) David O. Williams/it (Convener) Cristoforo Benvenuti/est David Plane/ep Technical Engineers & Administrative Careers Committee (TEACC) Sverre Jarp/it (Chairman) Flemming Pedersen/ps Robin Lauckner/sl Christian Roche/ett Lars Leistam/est Dietrich Schinzel/ep Long-term contract Boards (LTCBs) LTCB 1 (Categories 2 & 5a) Tiziano Camporesi/ep [Convener] - Florence Ranjard/ep [Alternate] Jacques Gruber/ps - Peter Sievers/lhc [Alternate] Thomas Pettersson/est - Michel Mayoud/est [Alternate] Sue Foffano/as - Thierry Lagrange/spl [Alternate] Werner Zapf/hr (Secretary) LTCB 2 (Categories 3, 4, 5b & 5c) Véronique Paris/sl [Convener] - Fabien Perriollat/ps [Alternate] Mats Wilhelmsson/st - Véronique Fassnacht/tis [Alternate] Lucie Linssen/ep - Alfredo Placci/ep [Alternate] Patrick Geeraert/fi - John Cuthb...

  4. An audit of the AECB - what it revealed

    International Nuclear Information System (INIS)

    An independent audit by the Office of the Auditor General of Canada concluded that the Canadian AECB needed updated legislation and improvements in its management processes and practices to facilitate its work of ensuring that the Canadian nuclear industry remains safe

  5. Evaluation of AECB-1119, risk of energy production

    International Nuclear Information System (INIS)

    The Inhaber report, 'Risk of Energy Production', is evaluated based on how the conclusions of the report match its objectives, the methodology used to reach the report's conclusions, and the presentation of the report. The authors recommend that a second volume containing the pertinent data used in the report should be published; and that total risks should be calculated ignoring material acquisition, construction and transportation risks, using the actual energy output of the various systems without imposing a backup energy supply, and comparing systems in such a way that death, injury and disease risks may be considered separately. They propose that the Atomic Energy Control Board should show how the report results relate to nuclear safety, and that the AECB should clarify the criteria for evaluating the small probability of a catastrophic nuclear accident. The response of the author of AECB--1119 is given in a separate section

  6. Healthcare Staff Wellbeing, Burnout, and Patient Safety: A Systematic Review

    Science.gov (United States)

    Hall, Louise H.; Johnson, Judith; Watt, Ian; Tsipa, Anastasia; O’Connor, Daryl B.

    2016-01-01

    Objective To determine whether there is an association between healthcare professionals’ wellbeing and burnout, with patient safety. Design Systematic research review. Data Sources PsychInfo (1806 to July 2015), Medline (1946 to July 2015), Embase (1947 to July 2015) and Scopus (1823 to July 2015) were searched, along with reference lists of eligible articles. Eligibility Criteria for Selecting Studies Quantitative, empirical studies that included i) either a measure of wellbeing or burnout, and ii) patient safety, in healthcare staff populations. Results Forty-six studies were identified. Sixteen out of the 27 studies that measured wellbeing found a significant correlation between poor wellbeing and worse patient safety, with six additional studies finding an association with some but not all scales used, and one study finding a significant association but in the opposite direction to the majority of studies. Twenty-one out of the 30 studies that measured burnout found a significant association between burnout and patient safety, whilst a further four studies found an association between one or more (but not all) subscales of the burnout measures employed, and patient safety. Conclusions Poor wellbeing and moderate to high levels of burnout are associated, in the majority of studies reviewed, with poor patient safety outcomes such as medical errors, however the lack of prospective studies reduces the ability to determine causality. Further prospective studies, research in primary care, conducted within the UK, and a clearer definition of healthcare staff wellbeing are needed. Implications This review illustrates the need for healthcare organisations to consider improving employees’ mental health as well as creating safer work environments when planning interventions to improve patient safety. Systematic Review Registration PROSPERO registration number: CRD42015023340. PMID:27391946

  7. Democratic Republic of the Congo; Review of the 2006 Staff-Monitored Program and a New Staff-Monitored Program for 2007: Staff Report; Staff Statement; Statement by the Executive Director for the Democratic Republic of the Congo

    OpenAIRE

    International Monetary Fund

    2007-01-01

    This paper reviews the 2006 Staff-Monitored Program (SMP) and a New Staff-Monitored Program for 2007 for the Democratic Republic of the Congo. Most quantitative and structural benchmarks under the SMP for April–December 2006 were not met; nevertheless, the SMP helped prevent major financial instability during the protracted electoral period. Cognizant of the need to reestablish macroeconomic stability, the government agreed on a policy framework for 2007 to be monitored by the IMF staff. Sa...

  8. ADEM - a system for recording and retrieving AECB decision-making

    International Nuclear Information System (INIS)

    A concept and plan is proposed for a system to record on-going decision-making by the AECB so that the decision-making can be retrieved in the future. The system could also be used to retrieve past decision-making. (author). 4 tabs., 1 fig

  9. Abridged style manual for use by contractors producing typed reports to AECB format specifications

    International Nuclear Information System (INIS)

    The AECB contractor's style manual sets down basic standards for content and layout of typewritten reports. Points of style are outlined for reference by authors. The elements of a document and their location are described, and instructions to typists are detailed. Example of proper usage are given and the appendices contain layout pro formas for the setting up of any typewritten page. (author)

  10. A review of NRC staff uses of probabilistic risk assessment

    Energy Technology Data Exchange (ETDEWEB)

    1994-03-01

    The NRC staff uses probabilistic risk assessment (PRA) and risk management as important elements its licensing and regulatory processes. In October 1991, the NRC`s Executive Director for Operations established the PRA Working Group to address concerns identified by the Advisory Committee on Reactor Safeguards with respect to unevenness and inconsistency in the staff`s current uses of PRA. After surveying current staff uses of PRA and identifying needed improvements, the Working Group defined a set of basic principles for staff PRA use and identified three areas for improvements: guidance development, training enhancements, and PRA methods development. For each area of improvement, the Working Group took certain actions and recommended additional work. The Working Group recommended integrating its work with other recent PRA-related activities the staff completed and improving staff interactions with PRA users in the nuclear industry. The Working Group took two key actions by developing general guidance for two uses of PRA within the NRC (that is, screening or prioritizing reactor safety issues and analyzing such issues in detail) and developing guidance on basic terms and methods important to the staff`s uses of PRA.

  11. 76 FR 17649 - Science Advisory Board Staff Office; Request for Nominations; SAB Mercury Review Panel

    Science.gov (United States)

    2011-03-30

    ... AGENCY Science Advisory Board Staff Office; Request for Nominations; SAB Mercury Review Panel AGENCY... Office provides notice that the SAB will form a panel to conduct an independent review of EPA's Mercury...), 5 U.S.C., App. 2. On February 28, 2011 (76 FR 10896-10897) the EPA SAB Staff Office published...

  12. A review of NRC staff uses of probabilistic risk assessment

    International Nuclear Information System (INIS)

    The NRC staff uses probabilistic risk assessment (PRA) and risk management as important elements its licensing and regulatory processes. In October 1991, the NRC's Executive Director for Operations established the PRA Working Group to address concerns identified by the Advisory Committee on Reactor Safeguards with respect to unevenness and inconsistency in the staff's current uses of PRA. After surveying current staff uses of PRA and identifying needed improvements, the Working Group defined a set of basic principles for staff PRA use and identified three areas for improvements: guidance development, training enhancements, and PRA methods development. For each area of improvement, the Working Group took certain actions and recommended additional work. The Working Group recommended integrating its work with other recent PRA-related activities the staff completed and improving staff interactions with PRA users in the nuclear industry. The Working Group took two key actions by developing general guidance for two uses of PRA within the NRC (that is, screening or prioritizing reactor safety issues and analyzing such issues in detail) and developing guidance on basic terms and methods important to the staff's uses of PRA

  13. SOR 90-190, 22 March 1990, AECB Cost Recovery Fees Regulations

    International Nuclear Information System (INIS)

    These Regulations entered into force on 1 April 1990. They were made pursuant to the Atomic Energy Control Regulations and prescribe the legal obligations to pay fees imposed on applicants for and holders of licences from the Atomic Energy Control Board - AECB. The purpose of the Regulations is to shift the cost of government service from the general taxpayer to the users and to those who specifically benefit from the services. (NEA)

  14. Burnout in University Teaching Staff: A Systematic Literature Review

    Science.gov (United States)

    Watts, J.; Robertson, N.

    2011-01-01

    Background: Teacher stress potentially impairs personal and professional competence and compromises productivity. Aversive emotional experience has been most comprehensively encapsulated by the phenomenon of burnout, which is particularly prominent for staff in human service sectors. Burnout reactions have been characterised as tripartite: the…

  15. A Learning Opportunity for Staff: Simulating an IT Department Review

    Science.gov (United States)

    Sipher, Justin; Spencer, Gene

    2007-01-01

    Skidmore College CTO Justin Sipher wanted to develop a staff professional development activity that would focus on the general issue of organizational effectiveness. He contacted Gene Spencer, whom he had met at the 2001 Frye Institute, for help. Sipher and Spencer agreed that the theme of organizational effectiveness could be explored in a…

  16. Five-Yearly Review: the Staff Association keeps you informed!

    CERN Multimedia

    Staff Association

    2016-01-01

    The Staff Association (SA) has already published several articles on this topic, especially at the beginning of the year and at the end of June (Echo No. 248). In these articles, we discussed the implementation of the decisions taken by the CERN Council in December 2015, covering the deadlines and progress, but also the SA’s concerns. First milestone reached On 18 August, all staff members received an individual notification letter indicating: their placement within the new salary scale, i.e. their grade and salary position expressed as a percentage of the midpoint of the grade; the provisional benchmark job they are assigned to. An information sheet was also enclosed in the email from HR Office. Soon after, the SA was contacted by a significant number of colleagues seeking further information on the content of the documents or wishing to share their disappointment and fears regarding the impact that these changes will have on their career. It seems therefore that the information provide...

  17. 76 FR 10896 - Science Advisory Board Staff Office; Request for Nominations; CASAC Mercury Review Panel

    Science.gov (United States)

    2011-02-28

    ... AGENCY Science Advisory Board Staff Office; Request for Nominations; CASAC Mercury Review Panel AGENCY... Committee (CASAC) panel to conduct an independent review of EPA's Mercury Technical Support Document. DATES... is developing a draft risk assessment for mercury, entitled Technical Support Document:...

  18. Healthcare Staff Wellbeing, Burnout, and Patient Safety: A Systematic Review

    OpenAIRE

    Hall, L.; Johnson, J; Watts, I; Tsipa, A; O'Connor, D

    2016-01-01

    Objective To determine whether there is an association between healthcare professionals’ wellbeing and burnout, with patient safety. Design Systematic research review. Data Sources PsychInfo (1806 to July 2015), Medline (1946 to July 2015), Embase (1947 to July 2015) and Scopus (1823 to July 2015) were searched, along with reference lists of eligible articles. Eligibility Criteria for Selecting Studies Quantitative, empirical studies that included i) either a measure of wellbeing or burnout, ...

  19. Cost of implementing AECB interim criteria for the closeout of uranium tailings sites

    International Nuclear Information System (INIS)

    The main purpose of this study was to arrive at a gross approximation of the costs to the Canadian uranium mining industry of meeting the proposed closeout criteria established by the Atomic Energy Control Board for tailings deposits. Two options have been investigated: on-land disposal and underlake disposal. Given the budget allocated to the study, the estimates must be understood as approximations. Overall cost figures for the Canadian uranium mining industry are linear extensions from a hypothetical base case. The results of a conference held in Ottawa on February 25 and 26 to discuss the proposed AECB interim criteria for the closeout of uranium tailings sites are also included. Representatives from mining firms, provincial regulatory authorities, universities and the Atomic Energy Control board attended the conference

  20. Outcomes of classroom-based team training interventions for multiprofessional hospital staff. A systematic review

    DEFF Research Database (Denmark)

    Rabøl, Louise Isager; Østergaard, Doris; Mogensen, Torben

    2010-01-01

    Several studies show that communication errors in healthcare teams are frequent and can lead to adverse events. Team training has been suggested as a way to safer communication and has been implemented in healthcare as classroom-based or simulation-based team training or a combination of both....... The objective of this paper is to systematically review studies evaluating the outcomes of classroom-based multiprofessional team training for hospital staff....

  1. 76 FR 29746 - Science Advisory Board Staff Office Notification of a Public Meeting of the SAB Mercury Review Panel

    Science.gov (United States)

    2011-05-23

    ... AGENCY Science Advisory Board Staff Office Notification of a Public Meeting of the SAB Mercury Review... SAB Mercury Review Panel. DATES: The meeting will be held on June 15, 2011 and June 16, 2011 from 9 a... Mercury Review Panel will hold a public meeting to review EPA's Technical Support Document:...

  2. 77 FR 45357 - Draft Guidance for Industry and Food and Drug Administration Staff; Acceptance and Filing Review...

    Science.gov (United States)

    2012-07-31

    ... HUMAN SERVICES Food and Drug Administration Draft Guidance for Industry and Food and Drug Administration Staff; Acceptance and Filing Review for Premarket Approval Applications; Availability AGENCY: Food and Drug Administration, HHS. ACTION: Notice. ] SUMMARY: The Food and Drug Administration (FDA)...

  3. Radiation exposure of eyes, thyroid gland and hands in orthopaedic staff: a systematic review

    Directory of Open Access Journals (Sweden)

    Kesavachandran Chandrasekharan Nair

    2012-10-01

    Full Text Available Abstract Background Various procedures, especially minimal invasive techniques using fluoroscopy, pose a risk of radiation exposure to orthopaedic staff. Anatomical sites such as the eyes, thyroid glands and hands are more vulnerable to radiation considering the limited use of personal protective devices in the workplace. The objective of the study is to assess the annual mean cumulative and per procedure radiation dose received at anatomical locations like eyes, thyroid glands and hands in orthopaedic staff using systematic review. Methods The review of literature was conducted using systematic search of the database sources like PUBMED and EMBASE using appropriate keywords. The eligibility criteria and the data extraction of literature were based on study design (cohort or cross-sectional study, study population (orthopaedic surgeons or their assistants, exposure (doses of workplace radiation exposure at hands/fingers, eye/forehead, neck/thyroid, language (German and English. The literature search was conducted using a PRISMA checklist and flow chart. Results Forty-two articles were found eligible and included for the review. The results show that radiation doses for the anatomical locations of eye, thyroid gland and hands were lower than the dose levels recommended. But there is a considerable variation of radiation dose received at all three anatomical locations mainly due to different situations including procedures (open and minimally invasive, work experience (junior and senior surgeons,distance from the primary and secondary radiation, and use of personal protective equipments (PPEs. The surgeons receive higher radiation dose during minimally invasive procedures compared to open procedures. Junior surgeons are at higher risk of radiation exposure compared to seniors. PPEs play a significant role in reduction of radiation dose. Conclusions Although the current radiation precautions appear to be adequate based on the low dose radiation

  4. NRC staff review of licensee responses to pressure-locking and thermal-binding issue

    Energy Technology Data Exchange (ETDEWEB)

    Rathbun, H.J.

    1996-12-01

    Commercial nuclear power plant operating experience has indicated that pressure locking and thermal binding represent potential common mode failure mechanisms that can cause safety-related power-operated gate valves to fail in the closed position, thus rendering redundant safety-related systems incapable of performing their safety functions. In Generic Letter (GL) 95-07, {open_quotes}Pressure Locking and Thermal Binding of Safety-Related Power-Operated Gate Valves,{close_quotes} the U.S. Nuclear Regulatory Commission (NRC) staff requested that nuclear power plant licensees take certain actions to ensure that valves susceptible to pressure locking or thermal binding are capable of performing their safety functions within the current licensing bases of the facility. The NRC staff has received summary information from licensees in response to GL 95-07 describing actions they have taken to prevent the occurrence of pressure locking and thermal binding. The NRC staff has developed a systematic process to help ensure uniform and consistent review of licensee submittals in response to GL 95-07.

  5. A Systematic Review of Interventions to Change Staff Care Practices in Order to Improve Resident Outcomes in Nursing Homes

    OpenAIRE

    Low, Lee-Fay; Fletcher, Jennifer; Goodenough, Belinda; Jeon, Yun-Hee; Etherton-Beer, Christopher; MacAndrew, Margaret; Beattie, Elizabeth

    2015-01-01

    Background We systematically reviewed interventions that attempted to change staff practice to improve long-term care resident outcomes. Methods Studies met criteria if they used a control group, included 6 or more nursing home units and quantitatively assessed staff behavior or resident outcomes. Intervention components were coded as including education material, training, audit and feedback, monitoring, champions, team meetings, policy or procedures and organizational restructure. Results S...

  6. A 10 year statistical review of occupational doses of cardiology and angiography staff: Strengthening the radiation protection programme

    International Nuclear Information System (INIS)

    The King Faisal Specialist Hospital and Research Centre (KFSHRC) in Riyadh has a yearly workload of about 3,000 cardiac catheterization and 2,000 angiography patients. In the year 2005, IAEA approved a three-year project on radiation protection in interventional radiology procedures. The objectives were to identify and evaluate factors that contribute to high patient and staff doses and to determine methods for strengthening the radiation protection programme in this area. Occupational doses of KFSH and RC staff are being monitored using TLD badges. The TLD badges are regularly tested for accuracy and reproducibility at the KFSH and RC Secondary Standard Dosimetry Laboratory before issuance to users. In the study, the mean annual occupational doses of cardiac catheterization and angiography staff for years 1999 to 2008 were determined from the monthly TLD dosimetry reports. Comparison of the yearly mean doses was made for the two categories of staff. The variation in occupational doses was investigated and causes for the variation were identified. The collective dose per year was also determined and evaluated. The Pearson correlation coefficients of dose with the patient workload, number of staff monitored and collective dose were calculated. An evaluation on the impact of the IAEA research project on the radiation protection of staff was undertaken. The angiography staff obtained high annual doses (2 to 7 mSv) from years 1999 to 2008 with a mean value of 4.8 mSv. Each year two to four staff (radiologists) exceeded the annual dose limit of 20 mSv. Cardiac catheterization staff obtained a mean dose of about 1 mSv (0.7 to 1.42 mSv) in the 10 year review. A good correlation existed between the number of staff and collective dose (r2= 0.89) for angiography. A poor correlation existed between the number of staff and mean occupational dose for both groups. The long fluoroscopy time in angiography and the lack of image quality criteria contributed to the high staff doses

  7. 75 FR 68009 - Office of New Reactors; Notice of Availability of the Final Staff Guidance Standard Review Plan...

    Science.gov (United States)

    2010-11-04

    ... COMMISSION Office of New Reactors; Notice of Availability of the Final Staff Guidance Standard Review Plan Section 13.6.2, Revision 1 on Physical Security--Design Certification AGENCY: Nuclear Regulatory Commission (NRC). ACTION: Notice of Availability. SUMMARY: The NRC is issuing its Final Revision 1 to...

  8. 78 FR 101 - Guidance for Industry and Food and Drug Administration Staff; Acceptance and Filing Reviews for...

    Science.gov (United States)

    2013-01-02

    ... HUMAN SERVICES Food and Drug Administration Guidance for Industry and Food and Drug Administration Staff; Acceptance and Filing Reviews for Premarket Approval Applications; Availability AGENCY: Food and Drug Administration, HHS. ACTION: Notice. SUMMARY: The Food and Drug Administration (FDA) is announcing...

  9. Bench-to-bedside review: Dealing with increased intensive care unit staff turnover: a leadership challenge

    OpenAIRE

    Laporta, Denny P; Burns, Judy; Doig, Chip J

    2005-01-01

    Critical care leaders frequently must face challenging situations requiring specific leadership and management skills for which they are, not uncommonly, poorly prepared. Such a fictitious scenario was discussed at a Canadian interdisciplinary critical care leadership meeting, whereby increasing intensive care unit (ICU) staff turnover had led to problems with staff recruitment. Participants discussed and proposed solutions to the scenario in a structured format. The results of the discussion...

  10. A Systematic Review of Interventions to Change Staff Care Practices in Order to Improve Resident Outcomes in Nursing Homes.

    Directory of Open Access Journals (Sweden)

    Lee-Fay Low

    Full Text Available We systematically reviewed interventions that attempted to change staff practice to improve long-term care resident outcomes.Studies met criteria if they used a control group, included 6 or more nursing home units and quantitatively assessed staff behavior or resident outcomes. Intervention components were coded as including education material, training, audit and feedback, monitoring, champions, team meetings, policy or procedures and organizational restructure.Sixty-three unique studies were broadly grouped according to clinical domain-oral health (3 studies, hygiene and infection control (3 studies, nutrition (2 studies, nursing home acquired pneumonia (2 studies, depression (2 studies appropriate prescribing (7 studies, reduction of physical restraints (3 studies, management of behavioral and psychological symptoms of dementia (6 studies, falls reduction and prevention (11 studies, quality improvement (9 studies, philosophy of care (10 studies and other (5 studies. No single intervention component, combination of, or increased number of components was associated with greater likelihood of positive outcomes. Studies with positive outcomes for residents also tended to change staff behavior, however changing staff behavior did not necessarily improve resident outcomes. Studies targeting specific care tasks (e.g. oral care, physical restraints were more likely to produce positive outcomes than those requiring global practice changes (e.g. care philosophy. Studies using intervention theories were more likely to be successful. Program logic was rarely articulated, so it was often unclear whether there was a coherent connection between the intervention components and measured outcomes. Many studies reported barriers relating to staff (e.g. turnover, high workload, attitudes or organizational factors (e.g. funding, resources, logistics.Changing staff practice in nursing homes is possible but complex. Interventionists should consider barriers and

  11. COUNCIL DECISIONS ON THE 5-YEARLY REMUNERATION REVIEW, AJUSTMENTS FOR 2001 AND CHANGES TO THE STAFF RULES AND REGULATIONS

    CERN Multimedia

    Human Resources Division

    2001-01-01

    As announced by the Director-General in December last year, Council approved the package of measures concerning the 5-yearly remuneration review, recommended by the TREF Restricted Group, as well as the adjustments for 2001 related to salaries and pensions. These measures, as summarised below, enter into force on 1 January 2001, subject to later implementation of some items. Related changes to the Staff Rules and Regulations will be published as soon as possible in the mean time, changes which were annexed to the Council Resolution can be viewed on the HR Division Web site. 1. Scale of basic salaries (Annex R A 1 of the Staff Regulations) : increased by 4.32% resulting from the 5-yearly Review, and by 0.6% which corresponds to the salary adjustment for 2001. This includes the increases in social insurance contributions indicated below. 2. Scale of stipends of Fellows (Annex R A 2 of the Staff Regulations) : increased by 1.52% resulting from the 5-yearly Review, and by 0.6% which corresponds to the adjustment ...

  12. Staff supplement to the draft report on human engineering guide to control room evaluation: response to comments, sample checklist, draft systems review guidelines, and evaluation procedures

    International Nuclear Information System (INIS)

    This staff supplement to Draft Report NUREG/CR-1580, Human Engineering Guide to Control Room Evaluation, provides staff responses to comments on the draft report and supplemental material not provided in the draft report. The supplemental material includes new draft guidelines for the systems review of nuclear power plant control rooms and sample checklists and corresponding human engineering guidelines

  13. Reduce, Manage or Cope: A Review of Strategies for Training School Staff to Address Challenging Behaviours Displayed by Students with Intellectual/Developmental Disabilities

    Science.gov (United States)

    Stoesz, Brenda M.; Shooshtari, Shahin; Montgomery, Janine; Martin, Toby; Heinrichs, Dustin J.; Douglas, Joyce

    2016-01-01

    Members of a knowledge translation and exchange (KTE) research team assessed the training needs of the teaching staff at a school for individuals with intellectual/developmental disabilities (IDD). In response to this need, KTE researchers retrieved peer-reviewed articles for training staff working with individuals with IDD who exhibit challenging…

  14. COMPOSITION OF STAFF REVIEW ADVISORY BODIES - 2000 COMPOSITION OF THE JOINT TRAINING BOARD (JTB) - 2000/2001

    CERN Multimedia

    HR Division

    2000-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows:Senior Staff Advancement Committee (SSAC)D. Treille / EP (Convener)C. Benvenuti / ESTD. O. Williams /ITTechnical Engineers & Administrative Careers Committee (TEACC) C. Hauviller / EPL. Leistam / ESTS. Jarp / IT [Chairman]F. Pedersen / PSR. Lauckner / SLC. Roche / ETTLong-term contract Boards (LTCBs) (Categories 2 &5a)Tiziano Camporesi / EP [Convener]Florence Ranjard / EP\t[Alternate]Jacques Gruber / PSPeter Sievers / LHCThomas Pettersson / ESTMichel Mayoud / ESTSue Foffano / ASThierry Lagrange / SPLWerner Zapf / HR (Secretary) LTCB 2(Categories 3, 4, 5b & 5c)Véronique Paris / SL [Convener]Fabien Pérriolat / PS\t [Alternate]Mats Wilhelmsson / STVéronique Fassnacht / TISLucie Linssen / EPMichel Mayoud / ESTPatrick Geeraert / FIJohn Cuthbert / HRSeamus Hegarty / HR (Secretary) Composition of the Joint Training Board (JT...

  15. Bench-to-bedside review: dealing with increased intensive care unit staff turnover: a leadership challenge.

    Science.gov (United States)

    Laporta, Denny P; Burns, Judy; Doig, Chip J

    2005-10-01

    Critical care leaders frequently must face challenging situations requiring specific leadership and management skills for which they are, not uncommonly, poorly prepared. Such a fictitious scenario was discussed at a Canadian interdisciplinary critical care leadership meeting, whereby increasing intensive care unit (ICU) staff turnover had led to problems with staff recruitment. Participants discussed and proposed solutions to the scenario in a structured format. The results of the discussion are presented. In situations such as this, the ICU leader should first define the core problem, its complexity, its duration and its potential for reversibility. These factors often reside within workload and staff support issues. Some examples of core problems discussed that are frequently associated with poor retention and recruitment are a lack of a positive team culture, a lack of a favorable ICU image, a lack of good working relationships between staff and disciplines, and a lack of specific supportive resources. Several tools or individuals (typically outside the ICU environment) are available to help determine the core problem. Once the core problem is identified, specific solutions can be developed. Such solutions often require originality and flexibility, and must be planned, with specific short-term, medium-term and long-term goals. The ICU leader will need to develop an implementation strategy for these solutions, in which partners who can assist are identified from within the ICU and from outside the ICU. It is important that the leader communicates to all stakeholders frequently as the process moves forward. PMID:16277732

  16. A review of the regulatory and functional aspects of prison health care and nursing staff

    OpenAIRE

    E. Arribas-López

    2015-01-01

    The aim of this study of prison health care staff in Prison Health Care and Nursing Units is twofold. The first one is to consider those aspects of the legal system applicable to them as government employees of the General State Administration at the service of Prisons, highlighting the peculiarities of the legal regulations that can be applied as a result of providing said service. The second, based on the general regulations on prison health contained in Organic Law 1/1979, of 26 September,...

  17. A review of the regulatory and functional aspects of prison health care and nursing staff

    Directory of Open Access Journals (Sweden)

    E. Arribas-López

    2015-02-01

    Full Text Available The aim of this study of prison health care staff in Prison Health Care and Nursing Units is twofold. The first one is to consider those aspects of the legal system applicable to them as government employees of the General State Administration at the service of Prisons, highlighting the peculiarities of the legal regulations that can be applied as a result of providing said service. The second, based on the general regulations on prison health contained in Organic Law 1/1979, of 26 September, General Penitentiary Law and the implementing regulations thereof, approved by Royal Decree 190/1966, of 9 February, sets out to provide a critical analysis of the obligatory and functional framework for health care and nursing staff established in the old Penitentiary Regulations of 1981, to determine from a legal perspective if it is possible to impede or brake so that the Prison Administration may develop or carry out the functions for which it is responsible in terms of planning, organization and management of activities geared towards maintaining and improving hygiene and health in the prison environment.

  18. 76 FR 17159 - Office of New Reactors; Final Interim Staff Guidance on Standard Review Plan, Section 17.4...

    Science.gov (United States)

    2011-03-28

    .... SUMMARY: The NRC staff is issuing its Final Interim Staff Guidance (ISG) DC/COL-ISG-018 (Agencywide... of ] the design certification (DC) and combined license (COL) applications. The NRC staff issues DC/COL-ISGs to facilitate timely implementation of current staff guidance and to facilitate...

  19. [Single-family rooms for neonatal intensive care units impacts on preterm newborns, families, and health-care staff. A systematic literature review].

    Science.gov (United States)

    Servel, A-C; Rideau Batista Novais, A

    2016-09-01

    The quality of the environment is an essential point in the care of preterm newborns. The design of neonatal intensive care units (NICUs) (open-bay, single-patient room, single-family room) directly affects both the preterm newborns and their caregivers (parents, healthcare staff). The aim of this systematic review was to evaluate the impact of single-family rooms on the preterm newborn, its parents, and the staff. Single-family rooms improve outcome for the preterm newborn, with increasing parental involvement and better control of the environment (fewer inappropriate stimulations such as high levels of noise and illumination). This kind of NICU design also improves parental and staff satisfaction.

  20. Effects of person-centered care on residents and staff in aged-care facilities: a systematic review

    Directory of Open Access Journals (Sweden)

    Brownie S

    2013-01-01

    Full Text Available Sonya Brownie, Susan NancarrowSchool of Health and Human Sciences, Southern Cross University, Lismore, NSW, AustraliaBackground: Several residential aged-care facilities have replaced the institutional model of care to one that accepts person-centered care as the guiding standard of practice. This culture change is impacting the provision of aged-care services around the world. This systematic review evaluates the evidence for an impact of person-centered interventions on aged-care residents and nursing staff.Methods: We searched Medline, Cinahl, Academic Search Premier, Scopus, Proquest, and Expanded Academic ASAP databases for studies published between January 1995 and October 2012, using subject headings and free-text search terms (in UK and US English spelling including person-centered care, patient-centered care, resident-oriented care, Eden Alternative, Green House model, Wellspring model, long-term care, and nursing homes.Results: The search identified 323 potentially relevant articles. Once duplicates were removed, 146 were screened for inclusion in this review; 21 were assessed for methodological quality, resulting in nine articles (seven studies that met our inclusion criteria. There was only one randomized, controlled trial. The majority of studies were quasi-experimental pre-post test designs, with a control group (n = 4. The studies in this review incorporated a range of different outcome measures (ie, dependent variables to evaluate the impact of person-centered interventions on aged-care residents and staff. One person-centered intervention, ie, the Eden Alternative, was associated with significant improvements in residents' levels of boredom and helplessness. In contrast, facility-specific person-centered interventions were found to impact nurses' sense of job satisfaction and their capacity to meet the individual needs of residents in a positive way. Two studies found that person-centered care was actually associated with an

  1. Staff attitudes towards aggression in health care : a review of the literature

    NARCIS (Netherlands)

    Jansen, G.J.; Dassen, Th.W.; Groot Jebbink G., [No Value

    2005-01-01

    The aim of this literature review was to explore the attitudes of health care workers towards inpatient aggression and to analyse the extent to which attitudes, as defined from a theoretical point of view, were addressed in the selected studies. Databases from 1980 up to the present were searched, a

  2. 77 FR 12086 - Final Staff Guidance, Revision 4 to Standard Review Plan; Section 8.1 on Electric Power-Introduction

    Science.gov (United States)

    2012-02-28

    ... COMMISSION Final Staff Guidance, Revision 4 to Standard Review Plan; Section 8.1 on Electric Power... ``Electric Power--Introduction,'' (Agencywide Documents Access and Management System (ADAMS) Accession No... Section 8.1 on ``Electric Power--Introduction,'' (ADAMS Accession No. ML111180542) and the companion BTP...

  3. AECB workshop on seismic hazard assessment in Southern Ontario. Program, list of participants and abstracts

    International Nuclear Information System (INIS)

    The purpose of the workshop was to review available geological and seismological data which could affect earthquake occurrence in southern Ontario and to develop a consensus on approaches that should be adopted for characterization of seismic hazard. The workshop was structured in technical sessions to focus presentations and discussions on four technical issues relevant to seismic hazard in southern Ontario, as follows: (1) The importance of geological and geophysical observations for the determination of seismic sources, (2) Methods and approaches which may be adopted for determining seismic sources based on integrated interpretations of geological and seismological information, (3) Methods and data which should be used for characterizing the seismicity parameters of seismic sources, and (4) Methods for assessment of vibratory ground motion hazard. This document presents a copy of the workshop program, the list of participants and extended abstracts received from speakers. It was distributed to the participants prior to the workshop. The abstracts were intended to provide advance information and to afford some basis for meaningful discussion and exchange of information

  4. AECB workshop on seismic hazard assessment in Southern Ontario. Recorded proceedings

    International Nuclear Information System (INIS)

    A workshop on seismic hazard assessment in southern Ontario was conducted on June 19-21, 1995. The purpose of the workshop was to review available geological and seismological data which could affect earthquake occurrence in southern Ontario and to develop a consensus on approaches that should be adopted for characterization of seismic hazard. The workshop was structured in technical sessions to focus presentations and discussions on four technical issues relevant to seismic hazard in southern Ontario, as follows: The importance of geological and geophysical observations for the determination of seismic sources; Methods and approaches which may be adopted for determining seismic sources based on integrated interpretations of geological and seismological information. Methods and data which should be used for characterizing the seismicity parameters of seismic sources. Methods for assessment of vibratory ground motion hazard. This document presents transcripts from recordings made of the presentations and discussion from the workshop. It will be noted, in some sections of the document, that the record is incomplete. This is due in part to recording equipment malfunction and in part due to the poor quality of recording obtained for certain periods

  5. Nursing staff under heavy stress: focus on Greece A critical review

    Directory of Open Access Journals (Sweden)

    Dimitrios Theofanidis

    2011-01-01

    Full Text Available Background: Current global financial constrains place a burden on the development of health care services worldwide. Although nurses are the backbone of any health establishment, they seem are under constant occupational stress which varies from country to country.Aim: This paper aims to present and analyze critically the key stress factors on contemporary nursing.Method: A strategically planned four-step literature review was used focusing on identifying key stress factors in selected papers.Results: The refining process identified 26 key references which were analyzed and tabulated. These revealed areas of concern such as: insufficient work recourses, poor communication with superiors, dissatisfaction with psychosocial work environment, lowering levels of education achieved and pay, split-shifts and prolonged night shifts, high demanding tasks, verbal abuse, mobbing and antagonistic attitudes in work place and poor organization at work.Conclusions: A number of intervention strategies to avoid excess stress are presented which include: improved education of the workforce and awareness building; assessment-focused interventions; therapeutic counseling; skill-building and reorganizing the work environment.

  6. Turkey; Third Review Under the Stand-By Arrangement-Staff Report; Staff Statement; and News Brief on the Executive Board Discussion

    OpenAIRE

    International Monetary Fund

    2002-01-01

    This paper examines Turkey’s Third Review Under the Stand-By Arrangement (SBA). The Turkish authorities’ perseverance with their economic program started to yield major gains in the first part of 2002. Through April 2002, the program outperformed expectations. With strong policy implementation, economic and financial indicators outperformed financial market expectations and program projections. In light of continued strong program implementation, the positive economic results achieved so ...

  7. Sudan; 2003 Article IV Consultation and First Review of the 2003 Staff-Monitored Program-Staff Report; and Public Information Notice on the Executive Board Discussion

    OpenAIRE

    International Monetary Fund

    2003-01-01

    The discussions focused on reviewing the reforms that were implemented since the last consultation, policies for the remainder of the year as well as the parameters of the 2004 program, and the medium-term outlook. Executive Directors encouraged the exchange and monetary systems, but additional efforts are needed on the fiscal front. Finally, a progress was achieved in preparing a medium-term economic program that will be underpinned by the preparation, for the first time, of a three-year rol...

  8. Staff Association

    CERN Multimedia

    Staff Association

    2014-01-01

    Remove of the staff association office   The Staff Association offices are going to be renovated during the coming four months, February to May 2014. The physical move from our current premises 64/R-002 to our temporary office in  510/R-010 will take place on Friday January 31st, so the Secretariat will be closed on that day. Hence, from Monday February 3rd until the end of May 2014 the Staff Association Secretariat will be located in 510/R-010 (entrance just across the CERN Printshop).    

  9. Why are NHS staff sickness absence rates higher than other organisations in the public and private sector? A critical review.

    OpenAIRE

    Clifton, Helen

    2011-01-01

    Background There has been a great deal of media attention surrounding the amount of sick days that are taken by public sector employees and recently this focus has been on NHS staff. NHS employees take more sickness absence days that than both other public sector and the private sector employees. It is estimated that staff sickness absence costs the NHS £1.7 billion per year as 10.3 million working days are lost. Aim The aim of the study is to answer the question, Why are NHS staff sicknes...

  10. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 28 of October to the 11th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months, and in particular the Five-yearly-Review 2015, subject of the questionnaire that you probably recently filled out. All this will keep the next Staff Council very busy indeed. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to v...

  11. Peru; Staff Report for the 2008 Article IV Consultation, Fourth Review and Inflation Consultation Under the Stand-By Arrangement and Request for Waiver of Applicability of Performance Criteria-Staff Report; Staff Statement; Public Information Notice and Press Release on the Executive Board Discussion; and Statement by the Executive Director for Peru

    OpenAIRE

    International Monetary Fund

    2009-01-01

    This paper presents the staff report for Peru’s 2008 Article IV Consultation, Fourth Review and Inflation Consultation under the Stand-By Arrangement and request for waiver of applicability of performance criteria. Peru has been liberalizing external trade through tariff reductions in past years and has also been seeking enhanced market access through new bilateral agreements. There has been progress in simplifying administrative procedures and in enacting legislation to reduce labor market...

  12. NICU staff

    Science.gov (United States)

    ... your infant in the neonatal intensive care unit (NICU). The staff often includes the following: ALLIED HEALTH ... involved in your baby's care while in the NICU, it is the neonatologist who determines and coordinates ...

  13. Staff rules and regulations

    CERN Document Server

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the ...

  14. 77 FR 65728 - Final Interim Staff Guidance Augmenting NUREG-1537, “Guidelines for Preparing and Reviewing...

    Science.gov (United States)

    2012-10-30

    .... Disposition: On June 20, 2011 (76 FR 35922), the NRC published for public comment the draft ISG, ``Staff..., ADAMS Accession Nos. ML11216A140, ML11220A263, and ML11217A018. On October 13, 2011 (76 FR 63668), the...'' (ADAMS Accession No. ML111810010). On April 10, 2012 (77 FR 21592), the NRC published for public...

  15. 75 FR 71701 - Science Advisory Board Staff Office; Request for Nominations of Experts for the Review of a Draft...

    Science.gov (United States)

    2010-11-24

    ... Staff Office will consider nominations received in response to this FR Notice, members of the Science... provides a flexible framework for conducting microbial risk assessment that may be applied by different... instructions can be accessed through the ``Nomination of Experts'' link on the blue navigational bar on the...

  16. Occupational exposure in medicine - a review of radiation doses to hospital staff in north-west England

    International Nuclear Information System (INIS)

    monitoring results relating principally to exposure during 1981 have been collated and examined. The analysis indicates that the doses received by staff are for the most part very low and provide little reason for concern. The only area of work in which worthwhile and cost-effective dose reductions could probably be achieved is that involving the use of pre-loaded applicators in gynaecological intra-cavitary therapy. Some relatively high staff exposures result from the use of this technique, and very significant reductions in these doses are confidently expected from a programme which has now commenced for the increasing use of remotely-controlled after-loading equipment housed in shielded treatment rooms. (author)

  17. Republic of Congo; Review of Performance under the Staff-Monitored Program and Request for a Three-Year Arrangement Under the Poverty Reduction and Growth Facility

    OpenAIRE

    International Monetary Fund

    2005-01-01

    This paper reviews Congo’s Performance Under the Staff-Monitored Program (SMP) and Request for a Three-Year Arrangement Under the Poverty Reduction and Growth Facility. Improvements in the political environment and an increased focus on economic management since late 2002 have already led to stronger economic growth and lower inflation. The 2004 SMP produced good results. All the program’s quantitative budgetary and financial indicators were met. Major progress was made in improving oil s...

  18. 76 FR 63676 - Final Division of Safety Systems Interim Staff Guidance DSS-ISG-2010-01: Staff Guidance Regarding...

    Science.gov (United States)

    2011-10-13

    ... COMMISSION Final Division of Safety Systems Interim Staff Guidance DSS-ISG- 2010-01: Staff Guidance Regarding... final Division of Safety Systems Interim Staff Guidance, (DSS-ISG) DSS- ISG-2010-01, ``Staff Guidance... guidance to the NRC staff reviewer to address the increased complexity of recent spent fuel pool...

  19. Staff review of 'Radioecological assessment of the Wyhl nuclear power plant': Analysis of the report prepared by the University of Heidelberg, West Germany. Draft summary report

    International Nuclear Information System (INIS)

    The Heidelberg Report presents an assessment of the environmental radiological impact of a proposed pressurized-water reactor to be built near Wyhl, West Germany. The assessment is based largely on mathematical models that are used to calculate doses to humans in the area surrounding a reactor site and describe the movement of radioactive materials in the environment. These are the same mathematical models that are used by the U.S. Nuclear Regulatory Commission (NRC) in licensing reactors in the United States. The NRC uses these models to make sure that any radiation exposure due to a reactor is far below national and international recommended 'safe' levels, as well as below natural radiation levels. The NRC staff reviewed certain parts of the Heidelberg Report because the report implied that the NRC may be substantially underestimating doses to individuals living near nuclear power plants by using incorrect values for parameters in the mathematical models. Although the Heidelberg Report assessment is based largely on environmental models described in four NRC Regulatory Guides, the NRC staff's review of the Heidelberg Report indicates that the Heidelberg authors used values for some model parameters that are too high

  20. Staff rules and regulations

    CERN Document Server

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the m...

  1. 饭店员工流失问题的国内研究述评%Review of domestic studies of the hotel staff turnover

    Institute of Scientific and Technical Information of China (English)

    周楠楠; 郑向敏

    2011-01-01

    Being short of general awareness of the existing researches, current researches on the hotel staff turnover are homogenization and incompetent to practical guidance, so the summary - style overview of domestic study of the hotel staff turnover is particularly necessary. Sorting out the relevant literature about the hotel staff loss, this paper carries out literature reviews of incentives, influence, managing and controlling measures of employee loss in the hotels first. Then this article makes further critical analysis of their age distribution, research content, research perspectives, subjects, research methods of all the literatures. Finally it points out the inadequacies of current studies, and puts forward some suggestion for future research.%目前关于饭店员工流失的研究数量众多,但存在研究同质化的弊病,且缺乏现实的指导作用,主要是由于缺乏对现有研究成果的总体把握。因此,关于我国饭店员工流失研究的总结式研究就显得尤为必要。文章通过对饭店员工流失相关文献进行梳理,首先对饭店员工的流失诱因、流失影响、管理及控制对策进行文献综述,之后进一步从文献资料的年代分布、研究内容、研究视角、研究对象、研究方法几个方面深入评析。最后指出现有研究的不足之处,并对未来研究的发展方向提出了建议。

  2. STAFF NEEDED

    CERN Multimedia

    2001-01-01

    The English National Programme, part of the Lycée International de Ferney-Voltaire (France) needs the following staff for September 2001: A part-time teacher of primary English The post involves teaching the English curriculum to pupils who are within the French educational system: Classes take place on Tuesday afternoons at the Lycée, Team spirit necessary as teachers work as a team, Induction & training are offered. A part time teacher of senior secondary history-geography in English A part time teacher of secondary mathematics in English Teachers must be mother-tongue English speakers and have a relevant degree and/or teaching qualification. For the history-geography post, either history or geography degrees are acceptable. Please send your c.v. and a letter of application to Peter Woodburn, Head, English National Programme, Lycée International, 01216 Ferney-Voltaire, France. (Email: engnat@hotmail.com) Telephone 04 50 40 82 66 for further details of posts. Ple...

  3. Resolution of the Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    You were many to attend the public information meetings organised in October and we thank you for your interest. In this decision phase of the current Five-Yearly Review of our employment conditions they provided an opportunity to review the Management proposals in detail. They were a moment of exchange also on the various topics under review, and your comments were many and very valuable. Meeting on Thursday 29th October, the Staff Council discussed once more these proposals. It considered that the "package" of proposed measures is not balanced enough in its current form. It decided to formulate additional requests to the Management, relating mainly to the effects of the introduction of the proposed new career system. The resolution adopted this morning also implies that the consultation of staff, originally foreseen next week, is postponed. The staff Council will reconvene in a special session on Thursday, 5th November to reassess its position depending on the progress made regarding its d...

  4. Staff training in organisation

    OpenAIRE

    Vomáčka, Štěpán

    2012-01-01

    This thesis is focused to areas of staff training in organization. The first part summarize general problems of staff training as a part of human resources management and concepts are explained such as motivation to education, human recources management, staff training methods, analyses of staff training needs, methods of development needs identification, staff training planning, corporate staff training, e-learning and evaluation of personnel development results. The second part of this thes...

  5. Staff meeting

    CERN Multimedia

    2007-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Wednesday 16 January 2008 at 3:00 p.m. Main Auditorium (bldg 500) to convey my best wishes for the new year, to review CERN’s activities during 2007 and to present the perspectives for 2008, the year of the LHC start-up. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (Bldg. 31) and the AT Auditorium (Bldg. 30). Simultaneous translation into English will be available in the main Auditorium. Best wishes for the festive season! Robert AYMAR

  6. Fast neutron therapy at Edinburgh: staff protection

    International Nuclear Information System (INIS)

    the major hazards encountered by staff using neutrons for radiotherapy are discussed. Specific reference is made to the experience gained at the MRC Cyclotron Unit at the Western General Hospital, Edinburgh, using neutrons generated by the d(15 MeV)+Be reaction. The neutron therapy facility consists of a cyclotron and both a fixed horizontal and an isocentric therapy beam, and staff protection during five years' operation is reviewed. Levels of induced activity in the cyclotron and therapy equipment are reported and problems of radioactive contamination discussed. Summaries of whole-body and finger dose equivalents received by engineering staff, and of whole-body dose equivalents received by physics and radiography staff, are presented and analysed. It is shown that, although doses received by staff are higher than for staff in an X-ray facility, they are all well below the maximum permissible levels, and it is also concluded that radioactive contamination of staff is minimal. (author)

  7. Decentralized Ground Staff Scheduling

    OpenAIRE

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the sta...

  8. The staff regulations of the Agency

    International Nuclear Information System (INIS)

    Following the first comprehensive review of the Provisional Staff Regulations conducted by the Secretariat, the Board of Governors approved on 12 June 2002 amendments to the Provisional Staff Regulations including the removal of the attribute 'provisional' from their title. The revised Staff Regulations of the Agency are set forth in this document for the information of all Members of the Agency. There is a subject index at the end of the document

  9. Influencing Variables and Moderators of Transfer of Learning to the Workplace within the Area of Staff Development in Higher Education: Research Review

    Science.gov (United States)

    De Rijdt, Catherine; Stes, Ann; van der Vleuten, Cees; Dochy, Filip

    2013-01-01

    The goal of staff development in higher education is a change in teacher practices to positively influence student learning. In other words, the goal of staff development is the transfer of learning to the workplace. Research illuminates that this transfer of learning to the workplace is a complex issue. To make an accurate assessment of staff…

  10. Decentralized Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff...... scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the staff scheduling is planned decentralized for each zone. The advantage of this approach is that the staff...... Heathrow Airport. This study shows that decentralization generally increases the number of staff needed compared to centralized planning. The case study also shows that there is a trade-off between the extra staff needed and the quality of the stand allocation. Furthermore, the robustness of solutions...

  11. Towards Tertiary Education. Staff and Staff Development.

    Science.gov (United States)

    Ratcliffe, Joan

    This report is intended as a resource for all those interested in staff development, especially in the tertiary education context. It describes the staff development project in the first two years of a new tertiary college--Harlow Technical College in England. An introduction and a description of the context of the project begin the report.…

  12. Developments in AECB operator examination

    International Nuclear Information System (INIS)

    This paper describes the on-going evolution of the system used by the Atomic Energy Control Board to assess the qualifications of shift supervisors and control room operators of CANDU nuclear power plants. The main change was the introduction in 1993 of routine simulator-based testing. The use of a simulator as a partial replacement for written examinations has been successful in ensuring competence; it fits in with training programs, results in spin-off operational safety benefits, and is accepted as fair. 4 refs., 1 ill., 1 tab

  13. NO to sacrificing future staff!

    CERN Multimedia

    Staff Association

    2011-01-01

    During our public meetings last week, we reviewed several subjects. However, the most urgent one today is the 2nd package of measures for our Pension Fund. In our previous issue, we devoted a long article to the Management’s plan for staff recruited from January 2012. A disaster! As we announced at our meetings, the Staff Association will organize a referendum at the beginning of April. For the message to be heard it is vital that as many staff as possible take part. By voting you will express your support to your staff representatives to stand in the way of these unacceptable measures. It is a matter of urgency that the staff makes their voice heard. Time is short, the decisions will be made in June. The future of our Organization is as stake. This is our future colleagues we are talking about. We must prevent this sacrifice. They must be welcomed in such a manner that there is no uneasiness between us. They must be made to feel welcome in their new family, CERN, our CERN. That they should pay an ...

  14. Elections to Staff Council

    CERN Multimedia

    Saff Association

    2013-01-01

    2013 Elections to Staff Council   Vote! Make your voice heard and be many to elect the new Staff Council. More details on the elections can be found on the Staff Association web site (https://ap-vote.web.cern.ch/elections-2013).   Timetable elections Monday 28 October to Monday 11 November, 12:00 am voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November, Staff Association Assizes Tuesday 3 December, first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee.

  15. 14 CFR 385.4 - Form of staff action.

    Science.gov (United States)

    2010-01-01

    ...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS General Provisions § 385.4 Form of staff action. Unless otherwise specified, staff action shall be by order or informal writing (letters, telegrams, decision marked on copy of application form, etc.). Such orders or informal writings...

  16. Staff Adaptation in Selected Company

    OpenAIRE

    Štolcová, Jana

    2011-01-01

    The work focuses on personnel actions of employee adaptation as, nowadays, it is very important to maintain a good and skilled staff. The main aim of this work is to analyze and evaluate the process of adaptation of new employees at the headquarters of the BILLA, Ltd., which operates more than 200 supermarkets around the Czech Republic,. Another task is to propose partial measures which would improve the process of adaptation in the society. The literature review discusses the importance of ...

  17. Library staff development course.

    OpenAIRE

    Eaton, E K

    1981-01-01

    The Moody Medical Library at the University of Texas Medical Branch plans, presents, and evaluates regularly a staff development program for its employees, including librarians and clerical and technical staff. The program's purpose is to provide continuing education for the library staff while concurrently: (1) providing information concerning specific library services and programs; (2) illustrating the interrelationship of the departments and divisions within the library; (3) developing a s...

  18. Planning Staff Meetings. Ideas for Staff Training.

    Science.gov (United States)

    Carter, Margie

    2002-01-01

    Emphasizes the importance of the planning and the process of organizing staff meetings. Specifically addresses the areas concerning clarity of purpose and structure of meetings, as well as promoting learning and connecting during meetings. Provides specific strategies to achieve these goals including suggestions for self-assessment. (SD)

  19. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 31st of October to the 14th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months and will keep the next Staff Council very busy. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to vote * * * * * * * Vote Make your voice heard and be many to elect the new Staff Council. More details on the election...

  20. Peru; Third Review and Inflation Consultation Under the Stand-By Arrangement and Request for Waiver of Applicability of Performance Criteria: Staff Report; Staff Supplement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Peru

    OpenAIRE

    International Monetary Fund

    2008-01-01

    This paper discusses key findings of the Third Review for Peru and Inflation Consultation Under the Stand-By Arrangement. All performance criteria for end-December 2007 and end-March 2008 were observed, but inflation in March exceeded the upper limit of the program’s consultation band around the official inflation target range. The end-March structural benchmark was observed and progress has been made on end-June benchmarks. The outlook for 2008 remains favorable, with the economy continuin...

  1. New staff contract policy

    CERN Multimedia

    HR Department

    2006-01-01

    Following discussion at TREF and on the recommendation of the Finance Committee, Council approved a new staff contract policy, which became effective on 1 January 2006. Its application is covered by a new Administrative Circular No. 2 (Rev. 3) 'Recruitment, appointment and possible developments regarding the contractual position of staff members'. The revised circular replaces the previous Circulars No. 9 (Rev. 3) 'Staff contracts' and No. 2 (Rev. 2) 'Guidelines and procedures concerning recruitment and probation period for staff members'. The main features of the new contract policy are as follows: The new policy provides chances for long-term employment for all staff recruits staying for four years without distinguishing between those assigned to long-term or short-term activities when joining CERN. In addition, it presents a number of simplifications for the award of ICs. There are henceforth only 2 types of contract: Limited Duration (LD) contracts for all recruitment and Indefinite Contracts (IC) for...

  2. A review of research on direct-care staff data collection regarding the severity and function of challenging behavior in individuals with intellectual and developmental disabilities.

    Science.gov (United States)

    Madsen, Emily K; Peck, Janelle A; Valdovinos, Maria G

    2016-09-01

    In working with individuals with intellectual and developmental disabilities (IDDs), it is direct care staff who are often required to collect data on individuals' behavior which is used as the basis for implementation of empirically based approaches for intervention and treatment. Due to limited resources, indirect and descriptive measures of challenging behaviors are employed to analyze the function of individuals' behaviors in place of the preferred method of multimodal assessment, which includes experimental functional analysis. To ensure the most effective services and support to individuals with IDDs, accurate and consistent data collection is critical. In this article, we highlight the importance of accurate data collection practices, conduct a comparison of data collection methods, and discuss limitations .… and barriers for staff. The article concludes with recommendations for best practices and future research. PMID:26502891

  3. Optimisation of staff protection

    International Nuclear Information System (INIS)

    It is important to minimize the radiation dose received by staff, but it is particularly important in interventional radiology. Staff doses may be reduced by minimizing the fluoroscopic screening time and number of images, compatible with the clinical objective of the procedure. Staff may also move to different positions in the room in an attempt to reduce doses. Finally, staff should wear appropriate protective clothing to reduce their occupational doses. This paper will concentrate on the optimization of personal shielding in interventional radiology. The effect of changing the lead equivalence of various protective devices on effective dose to staff has been studied by modeling the exposure of staff to realistic scattered radiation. Both overcouch x-ray tube/undercouch image intensified and overcouch image intensifier/undercouch x-ray tube geometries were simulated. It was deduced from this simulation that increasing the lead apron thickness from 0.35 mm lead to 0.5 mm lead had only a small reducing effect. By contrast, wearing a lead rubber thyroid shield or face mask is a superior means of reducing the effective dose to staff. Standing back from the couch when the x-ray tube is emitting radiation is another good method of reducing doses, being better than exchanging a 0.35 mm lead apron for a 0.5 mm apron. In summary, it is always preferable to shield more organs than to increase the thickness of the lead apron. (author)

  4. The AB Staff Plan

    CERN Document Server

    Boillot, J; Delahaye, J P; Myers, S; CERN. Geneva. AB Department

    2003-01-01

    The present report summarises the staff plan of the newly created Accelerators and Beams (AB) Division following the restructuring of the Accelerator Sector and covering the period 2003 to 2010. It underlines the refocusing of the staff on priority work, especially the LHC Project and is coherent with the recently adopted CERN Long Term Plan (LTP). It compares the requested and available manpower (both staff and industrial support) for each Project, Programme and Activity (PPA) split in work packages and highlights the missing manpower for each category of personnel.

  5. Staffing in postnatal units: is it adequate for the provision of quality care? Staff perspectives from a state-wide review of postnatal care in Victoria, Australia

    Directory of Open Access Journals (Sweden)

    Lumley Judith

    2006-07-01

    Full Text Available Abstract Background State-wide surveys of recent mothers conducted over the past decade in Victoria, one state of Australia, have identified that women are consistently less satisfied with the care they received in hospital following birth compared with other aspects of maternity care. Little is known of caregivers' perspectives on the provision ofhospital postnatal care: how care is organised and provided in different hospitals; what constrains the provision of postnatal care (apart from funding and what initiatives are being undertaken to improve service delivery. A state-widereview of organisational structures and processes in relation to the provision of hospital postnatal care in Victoria was undertaken. This paper focuses on the impact of staffing issues on the provision of quality postnatal care from the perspective of care providers. Methods A study of care providers from Victorian public hospitals that provide maternity services was undertaken. Datawere collected in two stages. Stage one: a structured questionnaire was sent to all public hospitals in Victoria that provided postnatal care (n = 73, exploring the structure and organisation of care (e.g. staffing, routine observations, policy framework and discharge planning. Stage two: 14 maternity units were selected and invited to participate in a more in-depth exploration of postnatal care. Thirty-eight key informant interviews were undertaken with midwives (including unit managers, associate unit managers and clinical midwives and a medical practitioner from eachselected hospital. Results Staffing was highlighted as a major factor impacting on the provision of quality postnatal care. There were significant issues associated with inadequate staff/patient ratios; staffing mix; patient mix; prioritisation of birth suites over postnatal units; and the use of non-permanent staff. Forty-three percent of hospitals reported having only midwives (i.e. no non-midwives providing postnatal care

  6. Staff Association Information Meetings

    CERN Multimedia

    2011-01-01

    Staff Association Information Meetings: - Thursday 29 September at 2 p.m., Meyrin, Kjell Johnsen Auditorium, 30-7-017 (in French) - Friday 30 September at 10 a.m., Prévessin, BE Auditorium, 864-1-D02 (in French) - Monday 3 October at 2 p.m., Meyrin, IT Auditorium, 31-3-004 (in French) - Tuesday 4 October at 2 p.m., Meyrin, Filtration Plant, 222-R-001 (in English)   Staff Association

  7. web2.0环境下全员参与竞争情报的行为研究进展%A Research Review on Behavior of All-staff Participation in Competitive Intelligence in web2 . 0

    Institute of Scientific and Technical Information of China (English)

    宋新平; 杨阳; 李保珍; 朱鹏云

    2015-01-01

    Enterprise has always paid attention to all-staff participation in competitive intelligence, and has gotten various achievements;while at the same time, the theory development is still unsatisfactory so far. However, along with the population and application of new Internet technologies, such as web2. 0, big data etc. , there are more new contents concerning all-staff participation in competitive intelli-gence, the research focuses of the scholars are developed gradually on the research of all-staff participation in competitive intelligence based on Internet collective intelligence. From the angle of comparing behavior of participation in competitive intelligence to the intelli-gence behavior in reality presently, this paper reviews research of enterprise staff’ s behavior of participation in competitive intelligence, and points out the future research direction.%全员参与竞争情报一直受到企业竞争情报界的倡导,理论界对其有所关注但没有引起足够的重视。随着web2.0、大数据等互联网新技术的推广,全员参与竞争情报被赋予了新的内涵,学者关注的焦点也逐渐演化成了基于群体智慧的全员参与竞争情报的研究。拟从对比员工参与竞争情报行为与实际情报行为的视角,梳理web2.0下企业员工参与情报行为研究脉络,并指出未来研究方向。

  8. Integration of CERN staff

    CERN Document Server

    1965-01-01

    An example of the integration of CERN staff in the neighbouring communes is provided by the hamlet of Bugnon at St-Genis-Pouilly (Ain), FRance. The CERN installation on the Swiss site are visible on the left in the background. Behind them the Saleve mountain in Haute-Savoie.

  9. Ideas on Staff Motivation.

    Science.gov (United States)

    Child Care Information Exchange, 1991

    1991-01-01

    Suggests the use of timely communication through feedback for the purpose of boosting staff morale. Managers can cause employees to motivate themselves by restructuring jobs to satisfy employees' needs, by using artful criticism, and by asking employees about morale. Includes a list of key ingredients of a satisfying job. (SH)

  10. Systematic Staff Selection.

    Science.gov (United States)

    Murphy, Norman L.

    1979-01-01

    Describes the process of staff selection for the general studies department at Piedmont Technical College. Makes suggestions on how to write a job description, establish selection criteria, develop the selection process, and make the selection itself. Includes sample forms used in the process. (DR)

  11. Pakistan; Sixth Review Under the Extended Arrangement and Modification of Performance Criteria-Staff Report; Press Release; and Statement by the Executive Director for Pakistan

    OpenAIRE

    International Monetary Fund

    2015-01-01

    EXECUTIVE SUMMARY Extended Arrangement under the Extended Fund Facility (EFF): A 36 month, SDR 4,393 million (425 percent of quota) Extended Arrangement under the EFF was approved by the Executive Board on September 4, 2013 and the fourth and fifth reviews were completed on December 17, 2014, for a total disbursement of SDR 2,160 million. The sixth tranche amounting to SDR 360 million will be available upon the completion of this review. Status of the program: All end-December 2014 quantitati...

  12. 10 CFR 52.143 - Staff approval of design.

    Science.gov (United States)

    2010-01-01

    ... the design in the form of a report available at the NRC Web site, http://www.nrc.gov. ... 10 Energy 2 2010-01-01 2010-01-01 false Staff approval of design. 52.143 Section 52.143 Energy... Standard Design Approvals § 52.143 Staff approval of design. Upon completion of its review of a...

  13. Malawi; Fourth and Fifth Reviews Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility, and Request for Waivers of Nonobservance of Performance Criteria-Staff Report; Staff Supplement; Staff Statement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Malawi

    OpenAIRE

    International Monetary Fund

    2008-01-01

    Progress on fiscal policy during 2006/07 in Malawi was slower than expected. The 2006/07 (July-June) fiscal strategy focused on reducing domestic debt. In the third Poverty Reduction and Growth Facility (PRGF) review, the end-June target for domestic debt repayments was increased substantially. Domestic borrowing exceeded the adjusted target at end-December 2006 by MK 4.1 billion (0.9 percent of GDP). The government partially redressed this overrun by curtailing discretionary spending in the ...

  14. Identifying needs to develop a PBL staff development program

    Directory of Open Access Journals (Sweden)

    Prarthana Coffin

    2013-08-01

    Full Text Available Staff development is a crucial element for educational intervention. Recognizing the importance of staff development, this study aims to pin-point suitable methodologies in developing a Problem-Based Learning (PBL academic staff development program for a higher education institute where PBL has become an intervention alternative. The study aims to answer the following research questions 1 how can university academic staff be assisted to acquire pedagogical competences for an initiative of the implementation of PBL curriculum? 2 What kinds of support do university academic staff need in order to maintain PBL implementation? Through a combination of a literature review, interviews with 6 PBL experts which emphasize the importance of PBL facilitators, and document analysis of reflection notes from 18 trainees of a PBL workshop, this study will produce a guideline in developing a PBL Academic Staff Development Program for an institute wishes to implement and retain PBL as the education strategy.

  15. Design of Staffs Assessing System

    OpenAIRE

    Hůlová, Iva

    2011-01-01

    This thesis deals with the staff assessment system in the organization in connection with reward system. This thesis is divided into the theoretical part and the practical part. The theoretical part describes the concept of staff assessment system and system of reward. Within the frame of staff assessing in addition to these tasks further the basic and additional assessment methods are explained, assessment criteria and also the errors and problems connected with the staff assessing. The c...

  16. Management problems of staff motivation

    OpenAIRE

    PUZYNYA T.A.

    2015-01-01

    Staff motivation is a major link in improving the competitiveness of any organization. One of the main problems of management of motivation of staff is the individuality of each employee, so the knowledge of psychology and individual needs will help organizations effectively manage staff.

  17. Peru; Staff Report for the 2004 Article IV Consultation, Fourth Review Under the Stand-By Arrangement, and Request for Waiver of Nonobservance of Performance Criterion

    OpenAIRE

    International Monetary Fund

    2004-01-01

    This paper examines Peru’s 2004 Article IV Consultation, Fourth Review Under the Stand-By Arrangement, and Request for Waiver of Nonobservance of Performance Criterion. In 2003, Peru’s real GDP grew by 4 percent, with inflation of 2.5 percent and a further strengthening of the external position. Fiscal reforms have progressed well over the last two years, including the creation of a sound legal framework for fiscal decentralization, improved fiscal transparency, and further pension reform...

  18. STAFF VACANCY LIST

    CERN Multimedia

    Human Resources Division

    2002-01-01

    For economy reasons, it has been decided to stop printing and distributing this list to Staff Members. It can be found on the Web (LIST). Divisional Administrative Officers will receive an updated printed copy on a monthly basis and are asked to display this in a public place in their division. Copies will also be posted on the notice boards of the Administration Building (No. 60) in the glass-fronted cabinet (close to the lifts) and also on the notice board close to the Post Office. A copy will also be given to the Reception (Building No. 33). Human Resources Division Tel. 74606

  19. Information for contractors' staff

    CERN Multimedia

    Dosimetry Service

    2005-01-01

    We have observed a significant decrease in the number of completed Certificates for Work in Controlled Radiation Areas being submitted with applications for dosimeters for your staff. Henceforth, we shall no longer be able to issue dosimeters without a certificate, which must be signed by the employee and the contractor's radiation-protection expert. You can obtain the certificate form from the Dosimetry Service at Building 24/E-011 or from our Website: http://service-rp-dosimetry.web.cern.ch/service-rp-dosimetry/ Thank you for your understanding. The Dosimetry Service

  20. Information for contractors' staff

    CERN Multimedia

    The Dosimetry Service

    2005-01-01

    We have observed a significant decrease in the number of completed Certificates for Work in Controlled Radiation Areas being submitted with applications for dosimeters for your staff. Henceforth, we shall no longer be able to issue dosimeters without a certificate, which must be signed by the employee and the contractor's radiation-protection expert. You can obtain the certificate form from the Dosimetry Service at Building 24/E-011 or from our Website: http://service-rp-dosimetry.web.cern.ch/service-rp-dosimetry/. Thank you for your understanding. The Dosimetry Service

  1. The Staff Association and you

    CERN Multimedia

    Staff Association

    2013-01-01

    The Staff Association, your representative with the Management and the Member States The article VII 1.01 of the Staff Rules and Regulations (SR&R) provides that “the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary”. This essential role of the Staff representatives, of being the spokesperson of the entire staff of the Organization vis-à-vis the Director-General and the Members States, is achieved through regular participation in the various joint advisory committees defined in the SR&R. The most important are the Standing Concertation Committee and the TREF, tripartite forum where your representatives meet with the Member States delegates, in the presence of the Management, to explain the position of the staff on the various issues concerning employment conditions. The Finance Committee also gives the opportunity to the Staff Association to ...

  2. THE MANY ROLES OF THE CERN STAFF ASSOCIATION

    CERN Multimedia

    Staff Association

    2011-01-01

    The Staff Association represents all staff Article VII 1.01 of the Staff Rules & Regulations (SR&R) stipulates that “[…] the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary.” The role of the Staff Association delegates as representatives of all staff of the Organization before the Director-General and Member States is demonstrated by its participation in different joint committees defined in the SR&R and by TREF. This role was particularly visible in 2009 and 2010 with demonstrations of between one and two thousand participants, first for our Pension Fund in December 2009 and March 2010, then for basic research in August 2010. The presence of the Staff Association was also evident with its public meetings, staff votes in the framework of the 2010 five-yearly review, and other actions. But the Staff Association is also The CERN Nu...

  3. Staff Stress and Burnout in Intellectual Disability Services: Work Stress Theory and Its Application

    Science.gov (United States)

    Devereux, Jason; Hastings, Richard; Noone, Steve

    2009-01-01

    Background: Staff in intellectual disability services can be at risk of stress and burnout at work. Given that staff well-being has implications for the quality of life of the staff themselves and people with intellectual disabilities themselves, this is an important research and practical topic. In this paper, we review work stress theories that…

  4. Improving communication between emergency department staff.

    Science.gov (United States)

    Moore, Kate

    2014-05-01

    During redevelopment of the emergency department at the Royal Sussex County Hospital, Brighton, it was deemed vital that its internal communication system should be as effective as possible. An audit of staff perceptions of the existing communication system and a relevant literature review were undertaken, therefore, to inform a proposal for the development of a new online system. This article describes the development and implementation of the system. PMID:24806866

  5. The safety of Ontario's nuclear power reactors. A scientific and technical review. A submission to the Ontario Nuclear Safety Review by Atomic Energy Canada Limited

    International Nuclear Information System (INIS)

    This submission comments on the evolution of the Canadian nuclear program, the management of safety, and the reactor design, analysis, operation and research programs that contribute to the safety of the CANDU reactor and provide assurance of safety to the regulatory agency and to the public. The CANDU reactor system has been designed and developed with close cooperation between Atomic Energy of Canada Ltd. (AECL), utilities, manufacturers, and the Atomic Energy Control Board (AECB). The AECB has the responsibility, on behalf of the public, for establishing acceptable standards with respect to public risk and for establishing through independent review that these standards are satisfied. The plant designer has responsibility for defining how those standards will be met. The plant operator has responsibility for operating within the framework of those standards. The Canadian approach to safety design is based on the philosophy of defence in depth. Defence in depth is achieved through a high level of equipment quality, system redundancy and fail-safe design; regulating and process systems designed to maintain all process systems within acceptable operating parameters; and, independent safety systems to shut down the reactor, provide long-term cooling, and contain potential release of radioactivity in the event of an accident. The resulting design meets regulatory requirements not only in Canada but also in other countries. Probabilistic safety and risk evaluations show that the CANDU design offers a level of safety and least as good as other commercially available reactor designs

  6. Quality of Online Chat Reference Answers Differ between Local and Consortium Library Staff: Providing Consortium Staff with More Local Information Can Mitigate these Differences. A Review of: Meert, D.L., & Given, L.M. (2009. Measuring quality in chat reference consortia: A comparative analysis of responses to users’ queries.” College & Research Libraries, 70(1, 71‐84.

    Directory of Open Access Journals (Sweden)

    Laura Newton Miller

    2010-03-01

    Full Text Available Objective – To evaluate the quality of answers from a 24/7 online chat reference service by comparing the responses given by local and consortia library staff using in‐house reference standards, and by assessing whether or not the questions were answered in real time.Design – Comparative analysis of online chat reference transcripts.Setting – Large academic library in Alberta, Canada.Subjects – A total of online chat reference transcripts from the first year of consortium service were analyzed for this study. Of these, 252 were answered by local library staff and 226 from consortia (non‐local library staff.Methods – A stratified random sample of 1,402 transcripts were collected from the first year of consortium service (beginning of October to end of April. This method was then applied monthly, resulting in a sample size of 478 transcripts. In the first part of the study, responses were coded within the transcripts with a “yes” or “no” label to determine if they met the standards set by the local university library’s reference management. Reference transaction standards included questions regarding whether or not correct information or instructions were given and if not, whether the user was referred to an authoritative source for the correct information. The second part of the study coded transcripts with a “yes” or “no” designation as to whether the user received an answer from the staff member in “real time” and if not, was further analyzed to determine why the user did not receive a real‐time response. Each transcript was coded as reflecting one of four “question categories” that included library user information, request for instruction, request for academic information, and miscellaneous/non‐library questions.Main Results – When all question types were integrated, analysis revealed that local library staff met reference transaction standards 94% of the time. Consortia staff met these same

  7. Evaluating your office staff.

    Science.gov (United States)

    Levin, Roger

    2004-11-01

    The most important assets in a dental practice are the people. We no longer live in an era in which an employee stays in the same job for decades. Change is inevitable and often comes at inopportune times. Evaluation gives the dentist the opportunity to identify key team members who will join the core team and train new staff members. Conversely, executive evaluation also demonstrates that there may not be a proper fit for a team member, if he or she cannot demonstrate the ability to grow and change with a practice despite support, training and career path development. As author Alvin Toffler noted, "The illiterate of the 21st century will not be those who cannot read or write, but those who cannot learn, unlearn and relearn."

  8. Improving staff selection processes.

    Science.gov (United States)

    Cerinus, Marie; Shannon, Marina

    2014-11-11

    This article, the second in a series of articles on Leading Better Care, describes the actions undertaken in recent years in NHS Lanarkshire to improve selection processes for nursing, midwifery and allied health professional (NMAHP) posts. This is an area of significant interest to these professions, management colleagues and patients given the pivotal importance of NMAHPs to patient care and experience. In recent times the importance of selecting staff not only with the right qualifications but also with the right attributes has been highlighted to ensure patients are well cared for in a safe, effective and compassionate manner. The article focuses on NMAHP selection processes, tracking local, collaborative development work undertaken to date. It presents an overview of some of the work being implemented, highlights a range of important factors, outlines how evaluation is progressing and concludes by recommending further empirical research.

  9. Implementing effective staff education about advance directives.

    Science.gov (United States)

    DesRosiers, M; Navin, P

    1997-01-01

    The Patient Self-Determination Act of 1990 guarantees the right to refuse medical or surgical treatment and the right to draft advance directives. This review of the current literature provides those in nursing staff development and inservice education with an overview of advance directives and their implications for nursing education and practice. Possible core subjects for inclusion in planned, purposeful, advance directive education programs are examined, including cultural sensitivity, facilitator skills, interviewing techniques, legal information, patient autonomy, and reasoning and decision making. This review provides a platform for future research.

  10. Staff Bullying in Australian Schools

    Science.gov (United States)

    Riley, Dan; Duncan, Deirdre J.; Edwards, John

    2011-01-01

    Purpose: The purpose of this paper is to estimate the prevalence of staff bullying in Australian schools, to identify bullies and targets and to examine some implications for school leaders in dealing with staff bullying. Design/methodology/approach: The quantitative research design survey instrument contained 11 demographic items, 44 questions of…

  11. Staff Development Is Not Enough.

    Science.gov (United States)

    Hammons, Jim

    Staff development activities that affect professional ability must be coupled with efforts toward organizational development if two additional determinants of performance, employee motivation and organizational climate, are to be significantly improved. Indeed, emphasis on staff development alone may have negative effects in that such an approach…

  12. 2011 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Vote Elections to fill all seats in the Staff Council are being organized this month. Voting will begin on Monday 31 October. Make your voice heard and be many to elect the new Staff Council. By doing so, you will be encouraging the men and women who will  represent you over the next two years and they will doubtless appreciate your gratitude. More details on the elections can be found on the Staff Association web site. (http://association.web.cern.ch) Elections Timetable Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee. 

  13. Staff Training using STAR (Staff Training in Assisted Living Residences): A Pilot Study in UK Residential Care Homes

    OpenAIRE

    Goyder, J. C.

    2011-01-01

    Background: The behavioural and psychological symptoms of dementia (BPSD) are very common in people with dementia living in care homes. Training care home staff to understand and manage these symptoms is a potentially valuable intervention. This review aimed to understand the effectiveness of staff training interventions for reducing BPSD. Method: A systematic literature search was conducted. The search identified 273 studies. Twenty studies, published between 1998 and 2010, were found to mee...

  14. Democratic Republic of the Congo; Second Review Under the Three-Year Arrangement Under the Extended Credit Facility and Financing Assurances Review—Staff Report; Staff Supplement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for the Democratic Republic of the Congo

    OpenAIRE

    International Monetary Fund

    2011-01-01

    The IMF’s Executive Board completed the first review under the Extended Credit Facility (ECF) arrangement in June 2010 and decided that the Democratic Republic of Congo (DRC) had reached the completion point under the Enhanced Heavily Indebted Poor Countries (HIPC) Initiative. In 2010, an improvement in global economic conditions supported strong macroeconomic performance; however, weaknesses in the financial sector were also exposed. The authorities recognized the importance of strengtheni...

  15. A staff shortage in Canada?

    Energy Technology Data Exchange (ETDEWEB)

    Stoll, P. [Human Resources Development Canada, Quebec (Canada)

    1995-04-01

    Attrition of experienced staff, falling student enrolments and closure of university courses are symptoms of the contraction of the Canadian nuclear industry over the last two decades. It is not alone. A study carried out by Human Resources Development Canada, a government department, to forecast the demand for qualified nuclear staff in Canada over the next 15 years has reached similar conclusions to an OECD/NEA study of its members` future personnel requirements. (author).

  16. Measuring competencies of temporary staff.

    Science.gov (United States)

    Shaffer, F; Kobs, A

    1997-05-01

    Strategic staffing requires an understanding of a new model, what Charles Handy has named the "Shamrock Organizational Model," in which you have three equally valuable groups of staff a minimal core of full-time staff; a short-term contingency workforce; and a supplemental workforce for long-range temporary staffing needs. Ensuring the competency of all three is a nontransferable, although shared, responsibility of both the hospital and the supplemental staffing company. PMID:9287795

  17. SENIOR STAFF ADVANCEMENT COMMITTEE (SSAC)

    CERN Multimedia

    2000-01-01

    Composition and mandateThe Senior Staff Advancement Committee is composed of members nominated ad persona by the Director-General.The Committee examines proposals from Divisions concerning promotions to grade 13 in Career Path IX, changes of career path to Career Path IX and advancements to the exceptional grade in Career path VIII.The Director-General may consult the Committee on any matter related to senior staff careers.The Committee makes its recommendations to the Director-General.

  18. Why join the Staff Association

    CERN Multimedia

    Association du personnel

    2011-01-01

    Becoming a member of the Staff Association (SA) is above all a personal choice, showing that the joining person’s commitment and adherence to values such as solidarity, social cohesion, etc.In September, the SA launches a membership campaign to convince a maximum number to join, to inform, arouse interest and support. Posters, emails and individual contacts are part of the campaign programme, just like this editorial. As far as individual contacts are concerned, we ask you to give time and lend an ear to the delegates of your department in the Staff Council, who will approach you, in order to make an open and constructive discussion possible. Do not hesitate to ask questions and let them know your thoughts about the SA, as (constructive) criticism enables us to progress. The Staff Association and its role of collective representation The Staff Association, via its delegates, represents collectively all staff of the Organization before the Director-General and Member States. To do this, staff rep...

  19. Training May Affect Primary Care Staff Access to the Biomedical Electronic Evidence Base. A review of: Doney, Liz, Helen Barlow, and Joe West. “Use of Libraries and Electronic Information Resources by Primary Care Staff: Outcomes from a Survey.” Health Information and Libraries Journal 22.3 (September 2005: 182-188.

    Directory of Open Access Journals (Sweden)

    Marcy L. Brown

    2006-03-01

    Full Text Available Objective – To assess use of existing local libraries, the Internet, and biomedical databases by primary care staff prior to implementation of the Primary Care Knowledge Management Projects. Additionally, to assess the need to train primary care staff to use the Internet and biomedical databases. Design – Cross‐sectional postal questionnaire survey. Setting – Nottingham and Rotherham, two cities in the Trent region of the UK. Subjects – Questionnaires were analyzed from 243 general practitioners, practice nurses, and practice managers in four Nottingham primary care trusts as well as practices in the Rotherham Health Authority area. Methods – Questionnaires and cover letters were sent between May 2001 and February 2002. To encourage response, a postage‐paid envelope was enclosed. A total of 709 questionnaires were sent in Nottingham, and 169 were returned for a response rate of 24%. In Rotherham, 179 questionnaires were sent and 61 returned, for a 34% response rate. Thirteen responses from a May 2001 pilot in Rotherham were also included in the data analysis. Survey questions included a variety of formats, including tick boxes and open‐ended questions. Data was entered into an Access database and analysis was performed using Stata software. Main results – Reported use of libraries was low overall, with only 30% of respondents claiming to have used library facilities. However, there was significant variation among professional groups. Practice nurses (PNs had significantly higher usage of libraries than general practitioners (GPs and practice managers (P Conclusion – Based on the results of this admittedly small study, additional training is needed – and desired – by primary care staff in both Nottingham and Rotherham. Developing and offering training in Internet searching and evaluation as well as use of the biomedical databases is one important way in which libraries can build partnerships with primary care practitioners

  20. Overview of NRC review process

    Energy Technology Data Exchange (ETDEWEB)

    Tokar, M.; Kane, J.D.

    1989-11-01

    This paper describes the NRC staff`s review of the Prototype License Application Safety Analysis Report (PLASAR) for an Earth-Mounded Concrete Bunker low-level waste disposal facility. Described are the objectives of the review, the resources (e.g., background guidance documents and staff technical disciplines) used, and the products produced. Evaluation conclusions are summarized.

  1. The Staff Council, ready for the challenges of 2015

    CERN Multimedia

    Staff Association

    2015-01-01

    In order to fulfil its mission of representing CERN staff with the Management and the Member States in an optimal way, the Staff Council relies on the work of a number of commissions, amongst them employment conditions, pensions, legal matters, social security, health and safety and InFormAction (training, information and action). All of these commissions have as a goal to try and improve the employment conditions of CERN members of personnel. This is the case in particular in the context of the five-yearly review process, ending in December 2015 (5YR 2015). Let us recall that the objective of a five-yearly review is to ensure that the financial and social conditions offered by the Organisation favour recruitment from all Member States, and to retain and motivate staff necessary for the fulfilment of its mission. The convenor of each Commission reports regularly to the Staff Council and Executive Committee on the work performed in their group. The commissions are open to all members of the Staff Associati...

  2. Internet Staff Development: A Continuum.

    Science.gov (United States)

    Anderson, Mary Alice

    1998-01-01

    Provides a synopsis of classes developed by the Winona (Minnesota) Middle School media center to provide staff with current Internet skills. Includes navigation techniques using browsers; e-mail; search engines; selecting and evaluating Web sites; Internet ethics and Netiquette; critical evaluation of Web sources; graphics; interactive video…

  3. Motivating Staff, Parents, and Children.

    Science.gov (United States)

    Jones, Cynthia Cavenaugh

    Two motivational theories considered particularly useful in administering early childhood programs are discussed, and guidelines for motivating staff, parents, and children are provided. First, the two-factor theory of motivation within organizations, as outlined by Herzberg (1959), is described. Offered in this section are a list of motivators…

  4. Top 10 Staff Survival Tips.

    Science.gov (United States)

    O'Brien, Laurie

    1995-01-01

    Tips for camp staff on how to survive summer camp include not giving campers sugary drinks before bedtime, setting behavior limits with campers, setting an example by following camp rules, getting enough rest, being fair and consistent, controlling anger, being accountable for actions, asking questions, and being flexible. (LP)

  5. Development of Technology Competencies for Public Services’ Staff Has Limited External Validity. A Review of: Wong, G. K. W. (2010. Information commons help desk transactions study. Journal of Academic Librarianship, 36(3, 235-241.

    Directory of Open Access Journals (Sweden)

    Jason Martin

    2011-03-01

    Full Text Available Objective - To develop an understanding of the types of technology questions asked at an information commons help desk for the purposes of staffing the desk and training. Specifically, the study looked to answer the following questions:1. What kind of assistance do users seek from the help desk?2. How complex is it to handle the technology questions?3. What are the key competencies desirable of the help desk staff?Design - Qualitative analysis of transactions completed at an information commons help desk.Setting - A medium sized academic library located in Hong Kong.Data - 1,636 transactions completed at an information commons help desk between January 2007 and May 2009.Methods - From the opening in 2006, the staff of the information commons help desk recorded all transactions electronically using a modified version of the open source software LibStats. The author examined the transactions for roughly the second and third weeks of each month from January 2007 to May 2009 in an effort to determine the types of questions asked and their complexity.Main Results - In response to question one, 86.3% of questions asked at the help desk concerned technology; the majority of those questions (76.5% were about printing, wireless connection, and various software operation. For question two, 82% of technology questions were determined to be of the lowest tier (Tier 1 of complexity, one-third of the questions required only “direct answers,” and 80% of questions could be answered consistently via the creation of a “knowledge base of answers for these foreseeable questions.” For question three, a list of fourteen competencies for help desk staff were created.Conclusion - With the low complexity of the technology questions asked, the creation of a knowledge base of common questions and answers, and proper training of staff based on the competencies identified in the study, an information commons could be effective with one integrated desk staffed by a

  6. Characteristics of KIPT staff by groups of radiation risk

    International Nuclear Information System (INIS)

    The methodology of individual radiation cancer risk assessment UNSCEAR-94 has been described. Characteristics of KIPT staff at the individual monitoring, in terms of the ''Dose-response matrix'' have been reviewed. The main results of the calculations of the relative, attributive and absolute radiation risks of KIPT personnel for different sites and different risk groups have been showed. The distributions of the main characteristics of the personnel: age, years on the individual monitoring and the cumulative dose for different radiation risk groups of staff have been investigated.

  7. An airborne dispersion/dose assessment computer program. Phase 1

    International Nuclear Information System (INIS)

    The Atomic Energy Control Board (AECB) staff have a need for an airborne dispersion-dose assessment computer programme for a microcomputer. The programme must be capable of analyzing the dispersion of both radioactive and non-radioactive materials. A further requirement of the programme is that it be implemented on the AECB complex of microcomputers and that it have an advanced graphical user interface. A survey of computer programs was conducted to determine which, if any, could meet the AECB's requirements in whole or in part. Ten programmes were selected for detailed review including programs for nuclear and non-radiological emergencies. None of the available programmes for radiation dose assessment meets all the requirements for reasons of user interaction, method of source term estimation or site specificity. It is concluded that the best option for meeting the AECB requirements is to adopt the CAMEO programme (specifically the ALOHA portion) which has a superior graphical user interface and add the necessary models for radiation dose assessment

  8. Staff

    Index Scriptorium Estoniae

    2006-01-01

    TÜ teadustöötajaist ja õppejõududest on 2/3 doktorikraadiga. TÜ rektor Jaak Aaviksoo ja teadusprprektor Ain Heinaru valiti Euroopa kõrghariduspoliitika juhtorganitesse. Sotsiaalteaduskonna prof. Wolfgang Drechsler sai Saksa-Eesti akadeemiliste suhete arendamise eest Saksamaa Liitvabariigi Teeneteristi

  9. 2015 Elections to Staff Council

    CERN Document Server

    Staff Asscociation

    2015-01-01

    Make your voice heard, support your candidates! Be many to vote and to elect the new Staff Council. By doing so, you will be encouraging the men and women who will represent you over the next two years and they will without doubt appreciate your gratitude. The voting takes place from the 26th of October to the 9th of November, at noon at https://ap-vote.web.cern.ch/elections-2015.   Elections Timetable Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Tuesday 8 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. Candidates for the 2015 elections

  10. Some fuzzy techniques for staff selection process: A survey

    Science.gov (United States)

    Md Saad, R.; Ahmad, M. Z.; Abu, M. S.; Jusoh, M. S.

    2013-04-01

    With high level of business competition, it is vital to have flexible staff that are able to adapt themselves with work circumstances. However, staff selection process is not an easy task to be solved, even when it is tackled in a simplified version containing only a single criterion and a homogeneous skill. When multiple criteria and various skills are involved, the problem becomes much more complicated. In adddition, there are some information that could not be measured precisely. This is patently obvious when dealing with opinions, thoughts, feelings, believes, etc. One possible tool to handle this issue is by using fuzzy set theory. Therefore, the objective of this paper is to review the existing fuzzy techniques for solving staff selection process. It classifies several existing research methods and identifies areas where there is a gap and need further research. Finally, this paper concludes by suggesting new ideas for future research based on the gaps identified.

  11. Afghanistan; Joint Staff Advisory Note

    OpenAIRE

    International Monetary Fund

    2010-01-01

    This Joint Staff Advisory Note discusses Afghanistan’s Poverty Reduction Strategy Paper's annual progress report. Afghanistan has experienced a number of extraordinary challenges that delayed its implementation. The security situation deteriorated markedly and has been dominated by the cross-border Taliban insurgency. Growth started to recover from a devastating drought. In May 2008, food and fuel prices peaked, leading to high inflation and pressure on the budget for additional fuel and fo...

  12. Musculoskeletal disorders in nursing staff

    Directory of Open Access Journals (Sweden)

    Athanasios Bitsios

    2014-07-01

    Full Text Available Nursing as a profession is proved to be particularly burdensome for the musculoskeletal system due to the activities required in its practice including frequent moving of patients, moving materials and even the handling or transportation of special equipment. Purpose: The recording of musculoskeletal disorders and the investigation of potential risk factors related to the working conditions of nurses in general hospitals of Central Macedonia. Material and Methods: Six hundred questionnaires were distributed including the NMQ (The general Nordic for the Musculoskeletal symptoms Questionnaire to employed Nurses of Central Macedonia- on May of 2013, of which 440 (73% were completed. Analysis was performed using the statistical package SPSS 10, with the use of descriptive statistics and the chi-square test. Results: A large percentage (85% of the nursing staff which has manifested musculoskeletal disorder in the previous six months such as lower back pain, pain in the neck and hands, believes that the work is an important risk factor for these symptoms. It was also reported that 63% had sick leave due to musculoskeletal disorders. Only 12.04% of the staff had been trained in ergonomics. Statistical significant difference was found between the occurrence of musculoskeletal disorders and work sections. Specifically, the nursing staff working in the surgical field had higher incidence of musculoskeletal disorders (40.21% compared to the emergency department (15.28%, p=0,048. Conclusions: Musculoskeletal disorders are associated with the work activities of nursing staff in each specific work department. A factor that could contribute in the prevention of musculoskeletal disorders is relevant education.

  13. AMENDMENTS TO THE STAFF RULES AND REGULATIONS

    CERN Multimedia

    Human Resources Division

    2001-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from : 1 January 2001 Scale of basic salaries and scale of basic stipends (Annex R A 1 and Annex R A 2 respectively). These scales include the correction approved in June 2001 of the discrepancy of 0.3% in the net salary adjustment on 1 January 2001. Family Allowance and Child Allowance (Annex R A 4). Reimbursement of education fees (Article R A 8.01) for the academic year 2000/2001, i.e. with effect from 1 September 2000. Periodic reviews of the financial conditions of members of the personel (Annex A1). 1 July 2001 Various drafting amendments adopted in order to ensure greater coherence between the texts, the procedures and actual practice. 1 September 2001 Implementation of the new career structure. Copies of these updates are available in the divisional secretariats.

  14. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    Elections Timetable Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   Global CERN Career paths AA - G 14     Number of seats for fellows representatives Global CERN 5 For more informat...

  15. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    Elections Timetable Monday 21 September, at noon Start date for receipt of the application Friday 16 October, at noon Closing date for receipt of the applications Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   ...

  16. HEMATOLOGIC FINDINGS IN OPERATING ROOM STAFFS

    Directory of Open Access Journals (Sweden)

    H SOLTANI

    2000-03-01

    Full Text Available Introduction. Long term exposure to trace amounts of anesthetic vapors and gases may produce hematologic and hepatic disorders in human. Since operating room (OR staffs are exposed to these agents, we decided to study their hematopoietic and hepatic systems in comparison with ordinary ward staffs. Methods. Seventy staffs from OR were compared with a matched similar number of ward staffs about their hematologic and hepatic laboratory findings in a historical cohort study. Findings. Mean of leukocyte and platelet counts were significantly lower in OR staffs, but in normal range. Mean of monocyte count was significantly higher in OR staffs. No significant differences were found between two groups for other hepatic and hematologic tests. Fatigue and headache were reported in OR staffs more than others. Conclusion. These findings may warn a risk to OR staffs but, it is not clear and requires further controlled studies.

  17. Strengthening Bullying Prevention through School Staff Connectedness

    Science.gov (United States)

    O'Brennan, Lindsey M.; Waasdorp, Tracy E.; Bradshaw, Catherine P.

    2014-01-01

    The growing concern about bullying and school violence has focused national attention on various aspects of school climate and school connectedness. The current study examined dimensions of staff connectedness (i.e., personal, student, staff, and administration) in relation to staff members' comfort intervening in bullying situations (e.g.,…

  18. 28 CFR 551.32 - Staff supervision.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff supervision. 551.32 Section 551.32 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Inmate Organizations § 551.32 Staff supervision. (a) The Warden shall appoint a staff member as...

  19. Become a staff delegate: why not you?

    CERN Multimedia

    Association du personnel

    2009-01-01

    Following a decision taken at the Staff Association General Assembly in May 2008, staff delegates are elected in the autumn of odd-numbered years. The next elections which will lead to a total renewal of the Staff Council will thus take place in November 2009. Will you be a candidate?

  20. 17 CFR 8.05 - Enforcement staff.

    Science.gov (United States)

    2010-04-01

    ... staff shall consist of employees of the exchange and/or persons hired on a contract basis. It may not... within its disciplinary jurisdiction, regardless of whether its enforcement staff consists of employees... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Enforcement staff....

  1. Training Staff for Technology: Options and Opportunities.

    Science.gov (United States)

    Farmer, Lesley S. J.

    1999-01-01

    Focuses on effective technology training for library staff. Discusses helping staff overcome technophobia; suiting technology-based jobs with staff members' needs and capabilities; providing a policy/procedure manual to guide the training; the steps that should occur in training; aligning training with in-house library resources and services;…

  2. Motivation of the nursing staff in and a framework of realistic motives in a public hospital

    OpenAIRE

    Yannis Markovits; Sofia Monastiridou

    2011-01-01

    The motivation of human resources and in particular of the nursing staff is a crucial issue that influences their job satisfaction, as well as patients' satisfaction from the health services offered. Aim: The presentation of selected motivation theories through literature review and the development of a framework of realistic motives applied to the nursing staff of a public hospital. Material-Method: The Greek and international bibliography has been reviewed, and in particular papers on the m...

  3. University Students Are Unaware of the Role of Academic Librarians. A Review of: Bickley, R. & Corral, S. (2011. Student perceptions of staff in the information commons: A survey at the University of Sheffield. Reference Services Review, 39(2, 223-243. doi:10.1108/00907321111135466

    Directory of Open Access Journals (Sweden)

    Kirsty Thomson

    2012-06-01

    Full Text Available Objective – To discover students’ perceptionsof information commons staff, and todetermine how these perceptions influence theuse of library resources.Design – Post-experience survey with onefollow-up interview.Setting – The University of Sheffield, a postsecondaryinstitution in England.Subjects – All undergraduate andpostgraduate students were invited to takepart. Just over 1% of the student population, or250 students, completed the survey.Methods – Information about the survey wassent to students’ institutional email addresses.One follow up interview was carried out viaemail using the critical incident technique.Main Results – Students do not understandthe academic roles of librarians. They areunlikely to approach library staff for academicsupport, preferring to turn to instructors, otherstudents, friends, and family. Most studentshad positive opinions about assistancereceived in the Information Commons, but asmall number reflected on previous badexperiences with staff, or on a fear of beingmade to feel foolish. The vast majority ofstudents who did not seek help in theInformation Commons stated that this wasbecause they did not require assistance. Most students do not perceive a difference between Information Commons staff and library staff.Conclusion – Students have positive views of Information Commons staff at the University of Sheffield, but have low awareness of the roles of professional librarians. Librarians need to develop partnerships with academic staff and strengthen their presence in both physical and online learning environments to promote their academic roles.

  4. STAFFS MOTIVATIONAL IN KNOWLEDGE TRANSFER BEHAVIOUR

    Directory of Open Access Journals (Sweden)

    Saide

    2016-06-01

    Full Text Available Previous have highlighted knowledge transfer behaviour (KTB for an increase organization performance, however an obstacle from the perspective among staffs still exists. The problem is still difficult because staffs will not share their knowledge as they thinking their knowledge is important. This paper investigated factors of staffs motivational that influence KTB among staffs in Riau Province of Indonesia. The survey 400 respondents were used, 325 were returned, and 75 were not returned. Likert and smart PLS to confirmation the conceptual model. This paper conclude factors that reward, trust, and an enjoyment helping colleagues of staffs motivation are factors which influencing the KTB. The results and conclusions are discussed.

  5. Agency staff on special missions

    International Nuclear Information System (INIS)

    The IAEA Secretariat includes 190 scientists and engineers whose special qualifications cover most of the branches of nuclear science and applications of nuclear energy. This gives it a unique international concentration of specialized skills and knowledge, but increasingly this know-how is being taken straight to Member States. While the nucleus of the work of the technical Divisions is at the IAEA Headquarters, the Agency is sending out more and more of its specialists for short-term assignments 'in the field' to help and advise Member governments. These assignments are distinct from the longer-term technical assistance projects, for which specialists are recruited from outside the Secretariat and only occasionally from its staff. he different types of help that the Agency's Secretariat gives to Member States covers a wide range of subjects. The legal staff gives advice on basic laws and on safety regulations, and has done so in 35 countries. It has also accepted more than 30 trainees from Member States to work in its offices at headquarters since 1961. Scientists, economists and engineers go out to Member States to advise on problems linked to the planning of nuclear power programmes or to the building and commissioning of their first nuclear power plants. Inspectors from the Department of Safeguards and Inspection help to set up systems of nuclear materials management and control which are essential for safe and efficient operation of nuclear plants and for governmental surveillance of nuclear industry. Specialists in nuclear medicine have helped calibrate instruments and to advise the setting up of clinics. Staff geologists have advised many countries about the development of uranium ore. he list of specialities covered is very wide. We have singled out one type of mission as an example of the help that the IAEA can give in a field of particular importance. This is the safety and siting mission. (author)

  6. Nuclear accident and medical staff

    International Nuclear Information System (INIS)

    Described is the commentary concerning normative action of medical staff at radiation emergency and actual actions taken/to be taken for the Nuclear Power Plant Accident (NPPA) in Fukushima. The normative medical staff's action at radiation emergency is essentially based on rules defined by such international authorities as United Nations Scientific Committee on the Effects of Atomic Radiation (UNSCEAR), International Commission of Radiological Protection (ICRP), International Atomic Energy Agency (IAEA) and Basic Safety Standard (BSS) and by network in IAEA, World Health Organization (WHO) and so on. The rules stand on past atomic events like those in Hiroshima, Nagasaki, Three Mile Isl., Chernobyl, and in Japanese Tokai JCO accident. The action above is required as a medical teamwork over specialized doctors. At Fukushima NPPA, medicare flowed from the on-site first-aid station (doctors for industry and labors), then the base for patient transfer (doctors of Japanese Association of Acute Medicine and Tokyo Electric Power Comp.), to the primary hospital for acute exposure (Iwaki Kyoritsu Hos.), from which patients were further transported to the secondary (contamination detected or severe trauma, Fukushima Medical Univ.) and/or tertiary facilities (serious contamination or acute radiation injury, National Institute of Radiological Sciences (NIRS) and Hiroshima Univ.). The flow was built up by the previous lead of national official guidance and by urgent spontaneous network among medical facilities; exempli gratia (e.g.), Fukushima Medical Univ. rapidly specialized in coping with the radiation medicare by partial discontinuance of daily clinical practice. Specialists of acute radiation medicare are generally rare, for which measures for it are more desirable along with health risk communication in facilities concerned. The professional function and endowment required for medical staff at emergency are concluded to be their guts and devotion as well as medical

  7. Measures for Assessing the Readiness of Back-office Staff

    Directory of Open Access Journals (Sweden)

    Devender Maheshwari

    2012-12-01

    Full Text Available Purpose—Public organizations deploy state-of-the-art technological advancements to facilitate sophisticated services to the citizens, businesses, and employees. The maturity of backoffice staff to adapt, use, and utilize these technological changes at the organizational level is a prerequisite to introduce cutting-edge services. This paper investigates the maturity of backoffice staff and proposes a conceptual framework, measurement constructs, and subsequent measures for the assessment.Methodology/Design/Research—Design methodology focuses on combining research with practice. An initial framework and measurement constructs are developed based on the literature review, which are further investigated by conducting a case study at Inland Revenue, Karachi to test the usability in practice using the directive content analysis qualitative method.Findings—the outcome of measurement reveals that though the proposed framework and measurement constructs i.e. roles; responsibilities; trainings; capacity building; capabilities; and attitude are relevant and useful to assess the back-office staff readiness, the measures to assess the constructs may vary in practice depending on the size, scope, and type of the public organizations.Research limitations/implications—although the proposed measurement constructs and measures proved to be useful for assessing the back-office staff maturity, the relationships among different measures and constructs affecting the staff readiness require further research.Practical implications—the case study was conducted at single public organization, which will be extended to multiple public organizations in practice. The extension will not to allow effective testing of the usability of the proposed conceptual framework and constructs, but will also broaden the benchmarking scope.Originality/Value—back-office staff education is discussed and described in the literature as well practice, but there is hardly any

  8. Measures for Assessing the Readiness of Back-office Staff

    Directory of Open Access Journals (Sweden)

    Devender Maheshwari

    2013-02-01

    Full Text Available Purpose—Public organizations deploy state-of-the-art technological advancements to facilitate sophisticated services to the citizens, businesses, and employees. The maturity of backoffice staff to adapt, use, and utilize these technological changes at the organizational level is a prerequisite to introduce cutting-edge services. This paper investigates the maturity of backoffice staff and proposes a conceptual framework, measurement constructs, and subsequent measures for the assessment. Methodology/Design/Research—Design methodology focuses on combining research with practice. An initial framework and measurement constructs are developed based on the literature review, which are further investigated by conducting a case study at Inland Revenue, Karachi to test the usability in practice using the directive content analysis qualitative method. Findings—the outcome of measurement reveals that though the proposed framework and measurement constructs i.e. roles; responsibilities; trainings; capacity building; capabilities; and attitude are relevant and useful to assess the back-office staff readiness, the measures to assess the constructs may vary in practice depending on the size, scope, and type of the public organizations. Research limitations/implications—although the proposed measurement constructs and measures proved to be useful for assessing the back-office staff maturity, the relationships among different measures and constructs affecting the staff readiness require further research. Practical implications—the case study was conducted at single public organization, which will be extended to multiple public organizations in practice. The extension will not to allow effective testing of the usability of the proposed conceptual framework and constructs, but will also broaden the benchmarking scope. Originality/Value—back-office staff education is discussed and described in the literature as well practice, but there is hardly any

  9. Propeller Research Tunnel - staff photo

    Science.gov (United States)

    1928-01-01

    Standing on the PRT balance are five of the six men who comprised the majority of the PRT engineering staff in 1928. From left to right: Fred Weick, Ray Windler, William H. Herrnstein, Jr., John L. Crigler, and Donald Wood. Melvin N. Gough is mising. This group conducted the cowling research work which won the NACA its first Collier Trophy. Weick became the head of the PRT section when Max Munk was fired and Elton Miller became the chief of the Aerodynamics Division. Fred Weick liked this team of engineers and later praised the group in his autobiography.

  10. Public Comments on the proposed 10 CFR Part 51 rule for renewal of nuclear power plant operating licenses and supporting documents: Review of concerns and NRC staff response. Appendices

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1996-05-01

    This volume contains several appendices. Appendix A contains the list of individuals and organizations providing comments at various stages of the rulemaking process. The names of commenters at the public meetings are listed in the order that they spoke at the meeting; those who submitted written comments are listed by docket number. Appendix B contains the summaries of comments made. Each comment summary is identified by a unique comment number. Appendix C presents the concerns and NRC staff responses. Each concern embodies one or more comments on similar or related issues. The associated comment numbers are referenced for each concern. The concerns are organized by topic areas. A three-letter identifier for the topic, followed by a number, is assigned to each concern.

  11. Public Comments on the proposed 10 CFR Part 51 rule for renewal of nuclear power plant operating licenses and supporting documents: Review of concerns and NRC staff response. Appendices

    International Nuclear Information System (INIS)

    This volume contains several appendices. Appendix A contains the list of individuals and organizations providing comments at various stages of the rulemaking process. The names of commenters at the public meetings are listed in the order that they spoke at the meeting; those who submitted written comments are listed by docket number. Appendix B contains the summaries of comments made. Each comment summary is identified by a unique comment number. Appendix C presents the concerns and NRC staff responses. Each concern embodies one or more comments on similar or related issues. The associated comment numbers are referenced for each concern. The concerns are organized by topic areas. A three-letter identifier for the topic, followed by a number, is assigned to each concern

  12. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 13 si&...

  13. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral colle...

  14. 2011 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Elections Timetable Starting with Echo of 26 September, posters, etc. call for applications Wednesday 26 October, at noon closing date for receipt of the application Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 21 November. In its meeting on 19 September 2011, the Electoral Commission decided on the following distribution of seats in colleges 0.1 to 0.6: Sector Department Career path AA – A – B – C – D Career path E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 18 si&e...

  15. Benin; Fifth Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility and Request for Waiver of Nonobservance of Performance Criteria-Staff Report; Staff Supplement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Benin

    OpenAIRE

    International Monetary Fund

    2008-01-01

    Benin’s Fifth Review under the Poverty Reduction and Growth Facility and request for waiver of Nonobservance of Performance Criteria are discussed. The main challenge ahead is to limit inflation pressures from higher food and fuel prices while sustaining medium-term fiscal consolidation and accelerating structural reforms to increase the sustainable growth rate. The authorities have taken actions to address the food and fuel crisis and accelerate structural reforms. They have allowed the fu...

  16. Togo; Fifth Review Under the Three-Year Arrangement Under the Extended Credit Facility, Request for Modification of a Performance Criterion and Request for Extension of the Arrangement-Staff Report; Staff Statement; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Togo.

    OpenAIRE

    International Monetary Fund

    2011-01-01

    Togo showed solid progress under the Extended Credit Facility (ECF)-supported economic program. Executive Directors appreciated its strong track record of policy, reform implementation, and commitment to sound reforms. In addition to maintaining macroeconomic stability, Togo has fully met all other requirements for the HIPC completion point. The Executive Board welcomed its achievement on completion of the fifth review under the ECF and granted extension of the arrangement under HIPC to creat...

  17. Republic of Congo; Second Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility, and Requests for Waiver of Nonobservance of Performance Criteria, Rephasing, and Extension of Arrangement—Staff Report; Staff Supplement; Press Release on the Executive Board Discussion; and Statement by the Executive Director

    OpenAIRE

    International Monetary Fund

    2006-01-01

    The completion of the Second Review Under the Poverty Reduction Growth Facility Arrangement was delayed to address important governance and transparency concerns. Macroeconomic performance was strong in the year 2005. Policy discussions focused on improving macroeconomic management against the background of continued high oil prices and efforts to further strengthen governance. The medium-term economic outlook is more favorable than expected, owing to higher oil price projections. The main ob...

  18. Reviews

    Science.gov (United States)

    2004-03-01

    WEB WATCH (204) Try unearthing some interesting information about archaeology BOOK REVIEWS (206) Teaching and assessing practical skills Book Review: Learn to drive with Sir Isaac Newton DVD REVIEW (207) Bring some sunshine into the classroom EQUIPMENT REVIEWS (208) Robust air puck takes a kicking Flowlog offers sensing options plus multimode datalogging Mastering Chladni figures takes practice but it offers surprises

  19. Don't neglect routine staff meetings.

    Science.gov (United States)

    Board, H K

    1982-03-01

    Staff meetings are essential to good staff communication. Meetings help keep the grapevine from growing so big that it strangles the group with its rumors. By holding regular meetings with your staff, you create a consistency in your communications that helps prevent problems that you don't even suspect from cropping up. All personnel should attend the meetings. This way everyone hears news at the same time. Be consistent in your use of meetings. Meetings are more effective if you have a planned agenda and a firm time schedule. Encourage your staff to use meetings to talk out problems that affect the group. Once the meeting is over, encourage them to leave their feelings in the room. Many leaders are reluctant, for a variety of reasons, to hold meetings with their staffs. But it's like dieting and exercise; the more you do it, the easier it becomes. This type of meeting will pay rich dividends in staff personal and professional growth and in improved communication. The sense of participation that can be gained by the effective use of staff meetings can lead to high morale and effective staff performance. As you begin to see the results of a cohesive staff functioning together well, you will realize the routine staff meeting is a management tool that should not be overlooked or underused. PMID:6917733

  20. Nepal; Joint Staff Assessment of the Poverty Reduction Strategy Paper

    OpenAIRE

    International Monetary Fund

    2003-01-01

    The Joint Staff Assessment on Nepal’s Poverty Reduction Strategy Paper (PRSP) highlights the PRSP process aimed to provide sustainable macroeconomic framework, improving governance and the overall policy environment. It reviews the execution of the envisaged programs, expenditure planning, public expenditure management system, and the effectiveness of the monitoring system. It also identifies some shortcomings of the PRSP that could be addressed over time and reflected in the annual progres...

  1. Interim staff position on environmental qualification of safety-related electrical equipment: including staff responses to public comments. Regulatory report

    International Nuclear Information System (INIS)

    This document provides the NRC staff positions regarding selected areas of environmental qualification of safety-related electrical equipment, in the resolution of Unresolved Safety Issue A-24, 'Qualification of Class IE Safety-Related Equipment.' The positions herein are applicable to plants that are or will be in the construction permit (CP) or operating license (OL) review process and that are required to satisfy the requirements set forth in either the 1971 or the 1974 version of IEEE-323 standard

  2. The operational staff during exercise RESUME-95

    Energy Technology Data Exchange (ETDEWEB)

    Jensen, J. [Jensen Consult, Virum (Denmark)

    1997-12-31

    With more than 100 participants entering the exercise RESUME-95 the Exercise Planning Committee decided to establish an operational staff named Directing Staff (DISTAFF) to ensure that the exercise plan was followed, the planned activities were carried out and to intervene if anything went wrong. In general the duties of the operational staff involve tasks such as secretarial assistance, keeping log of the progress of the situation and gathering, updating and distributing information on all aspects of the situation. Throughout the entire event it is the staff`s responsibility to keep a general view of the current situation and to make the necessary plans for the progress of the situation based on the available information. Furthermore the staff should ensure necessary contact to the public and to the media. (au).

  3. MEDICAL STAFF SCHEDULING USING SIMULATED ANNEALING

    OpenAIRE

    Ladislav Rosocha; Silvia Vernerova; Robert Verner

    2015-01-01

    Purpose: The efficiency of medical staff is a fundamental feature of healthcare facilities quality. Therefore the better implementation of their preferences into the scheduling problem might not only rise the work-life balance of doctors and nurses, but also may result into better patient care. This paper focuses on optimization of medical staff preferences considering the scheduling problem. Methodology/Approach: We propose a medical staff scheduling algorithm based on simulated annealing, a...

  4. MEDICAL STAFF SCHEDULING USING SIMULATED ANNEALING

    OpenAIRE

    Ladislav Rosocha; Silvia Vernerova; Robert Verner

    2015-01-01

    Purpose: The efficiency of medical staff is a fundamental feature of healthcare facilities quality. Therefore the better implementation of their preferences into the scheduling problem might not only rise the work-life balance of doctors and nurses, but also may result into better patient care. This paper focuses on optimization of medical staff preferences considering the scheduling problem.Methodology/Approach: We propose a medical staff scheduling algorithm based on simulated annealing, a ...

  5. Staff Motivation at Kuwait University Libraries

    OpenAIRE

    Taghreed Alqudsi-ghabra; Huda H. Mansouri

    2010-01-01

    Motivation is a force that leads people to act or perform. Motivating staff is a key element in making workers productive. It has the potential to increase incentive, put staff members at ease, and derive some satisfaction from their jobs. Factors that motivate staff vary across the professional, para-professional, and non-professional levels. The research here is a study of motivation techniques used by managers of Kuwait University libraries to improve employees' job satisfaction levels. In...

  6. Public service activities among University staff

    OpenAIRE

    Nivakoski, Sanna; O'Connell, Philip J.; Hargaden, Mark

    2015-01-01

    University staff frequently engage in Public Service Activities (PSAs), over and above their core roles, making a valuable contribution to society and the economy, although little is known about such activity. This study examines the extent of PSA among university staff — both academic and non-academic. The data come from a survey carried out in 2014 of the staff of University College Dublin (UCD), an Irish research university with a wide disciplinary coverage. The survey collected informatio...

  7. The Use of Humor in Forensic Mental Health Staff-Patient Interactions

    DEFF Research Database (Denmark)

    Hounsgaard, Lise; Alkier Gildberg, Frederik; Bradley, S. K.;

    2014-01-01

    Humor utilized in the practice of forensic mental health nursing might seem somehow inappropriate, given the serious circumstances surrounding most forensic mental health patients. However, some recent research has pointed to the use of humor as an important component in staff interactions...... with forensic mental health patients. This study reviews the existing international forensic mental health research literature on humor to investigate (a) what characterizes forensic mental health staff-patient use of humor and (b) what significance humor holds within the forensic mental health setting...... identified: (a) "humor as staff skill," showing that staff found humor to be important as an interpersonal ability; (b) "humor as a relational tool" with the purpose of establishing and maintaining staff-patient interactions; and (c) "the impact of humor on patients," describing impacts on conflicts...

  8. Examining the temporal relationship between psychological climate, work attitude, and staff turnover.

    Science.gov (United States)

    Garner, Bryan R; Hunter, Brooke D

    2013-02-01

    Relative to the broader industrial-organizational (I-O) psychology field, research on the turnover of substance use disorder (SUD) treatment staff is in its infancy. Despite its long and rich history, recent reviews of the turnover literature within I-O psychology have noted that there remains considerable room for improvement. In particular, recommendations have been made for research that considers time in the turnover process and explores more distal causes of staff turnover. Addressing these gaps, this article examined the temporal relationship between latent measures of psychological climate, work attitude, and staff turnover. Using data from 95 SUD treatment staff clustered within 29 treatment organizations, multilevel discrete-time survival analyses revealed that a latent measure of work attitude (e.g., job satisfaction, pay satisfaction, turnover intentions) fully mediated the temporal relationship between latent measures of psychological climate (e.g., supervisor support, coworker support, role conflict) and subsequent staff turnover. PMID:22658290

  9. Staff roster for 1979-Energy Sciences programs

    Energy Technology Data Exchange (ETDEWEB)

    Manowitz, B.; Gurinsky, D.H.

    1979-12-01

    This publication lists the education, research interests, professional affiliations, committee memberships, research experience, and selected publications of BNL staff members in energy sciences programs. (RWR)

  10. Enhancing the well-being of support services staff in higher education: The power of appreciation

    Directory of Open Access Journals (Sweden)

    Laurika van Straaten

    2016-04-01

    Full Text Available Orientation: A literature search for studies on the well-being of support staff of higher education institutions (HEIs produced very little results. Appreciation was then used to identify elements that might enhance the well-being of a selected HEI’s support staff.Research purpose: The aim was to explore the strengths of a selected HEI that might serve as driving forces for enhancing its support staff’s well-being.Motivation for the study: The lack of research on the well-being of support staff motivated the study. A need was identified to explore driving forces that might enhance their well-being.Research design, approach and method: A literature review guided by theoretical perspectives and theories on staff well-being was conducted. Subsequently, a qualitative action research design involving an Appreciative Inquiry (AI workshop with support staff of an institution was followed.Main findings: The following strengths that might serve as driving forces for enhancing the well-being of the institution’s support services staff were identified: hard-working and dedicated support staff, positive relations among colleagues, a willingness to adapt to change,good remuneration and benefits, job security and a supportive work environment. Appreciative Inquiry was found to be well suited for identifying such strengths, as opposed to methods that focus on identifying problems or weaknesses of an organisation. As a result of this study, the relevant institution might react and build on these identified strengths towards promoting the well-being of its support staff.Practical/managerial implications: Institutions should make an effort to enhance staff well being. The results of the study could also be used to encourage HEIs to use AI to establish optimal staff well-being.Contribution/value add: The study confirmed the power of appreciation to identify the strengths that might serve as driving forces for enhancing the well-being of support staff of an

  11. Trends in attrition among medical teaching staff at universities in Myanmar 2009-2013.

    Science.gov (United States)

    Nang Mie Mie Htun; Reyer, Joshua A; Yamamoto, Eiko; Yoshida, Yoshitoku; Hamajima, Nobuyuki

    2016-02-01

    Although lack of human resources for health is becoming a global problem, there are few studies on human resources in Myanmar. This study was conducted to investigate the attrition rates of teaching staff from universities for medical professions in Myanmar from 2009 to 2013. The data were collected from administrative records from Department of Medical Sciences, Ministry of Health, Myanmar. Numbers of staff and those who permanently left work (attrition) from 2009 to 2013 were counted. The reasons were classified into two categories; involuntary attrition (death or retirement) and voluntary attrition (resignation or absenteeism). Official records of the attrited staff were reviewed for identifying demographic characteristics. The annual attrition rate for all kinds of health workers was about 4%. Among 494 attrited staff from 2009 to 2013, 357 staff (72.3%) left their work by involuntary attrition, while 137 staff (27.7%) left voluntarily. Doctors left their work with the highest annual rate (6.7%), while the rate for nurses was the lowest (1.1%). Male staff attrited with a higher rate (4.6%) than female staff (2.7%). Staff aged 46-60 years had the highest attrition rate. PhD degree holders had the highest rate (5.9%), while basic degree holders had the second highest rate (3.5%). Associate professors and above showed the highest attrition rate (8.1%). Teaching staff from non-clinical subjects had the higher rates (8.2%). Among 494 attrited staff, significant differences between involuntary attrition and voluntary attrition were observed in age, marital status, education, overseas degree, position, field of teaching, duration of services and duration of non-residential service. These findings indicated the need to develop appropriate policies such as educational reforms, local recruitment plans, transparent regulatory and administrative measures, and professional incentives to retain the job. PMID:27019526

  12. The impact of staff turnover and staff density on treatment quality in a psychiatric clinic

    OpenAIRE

    Wolfram Alexis Brandt; Bielitz, Christoph J.; Alexander eGeorgi

    2016-01-01

    Intuition suggests that improving stability of the health workforce brings benefits to staff, the organization and, most importantly, the patients. Unfortunately, there is limited research available to support this, and how health workforce stability can contribute to reduced costs and better treatment outcomes.To help to rectify this situation, we investigated the effects of staff turnover and staff density (staff members per patient) on the treatment outcome of inpatients in a psychiatric c...

  13. The Impact of Staff Turnover and Staff Density on Treatment Quality in a Psychiatric Clinic

    OpenAIRE

    Brandt, Wolfram A.; Bielitz, Christoph J.; Georgi, Alexander

    2016-01-01

    Intuition suggests that improving stability of the health workforce brings benefits to staff, the organization and, most importantly, the patients. Unfortunately, there is limited research available to support this, and how health workforce stability can contribute to reduced costs and better treatment outcomes. To help to rectify this situation, we investigated the effects of staff turnover and staff density (staff members per patient) on the treatment outcome of inpatients in a psychiatric ...

  14. Relation of Principal Transformational Leadership to School Staff Job Satisfaction, Staff Turnover, and School Performance

    Science.gov (United States)

    Griffith, James

    2004-01-01

    In the present study, the direct effect of principal transformational leadership to school staff turnover and school performance was examined, in addition to its indirect effect through school staff job satisfaction. Survey data were obtained from elementary school staff and students, and school-aggregated student achievement test scores were…

  15. Snake and staff symbolism, and healing.

    Science.gov (United States)

    Retief, F P; Cilliers, L

    2002-07-01

    Since time immemorial the snake has been venerated as an enigmatic creature with supernatural powers. As a snake and staff symbol it is also traditionally associated with the healing arts, either as the single-snake emblem of Asklepios, or as the double-snake emblem (caduceus) of Hermes. The mythological basis for this symbolism is reviewed. The Asklepian emblem has been associated with health care since the 5th century BC, when Asklepios became accepted by the Greeks as the god of healing. Whether he was also an historical figure as healer in earlier ages is less certain. The origin of the double-snake emblem is shrouded in the mists of antiquity. In classical times it became the herald's wand of Hermes, messenger of the gods who guided departed souls to the underworld, and was seen as protector of travellers, shepherds and merchants. In the latter capacity Hermes also conveyed a negative connotation as protector of thieves. During the Middle Ages the caduceus became a symbol of the healing sciences (pharmacy and alchemy in particular), and today, although mythologically incorrect, it is in common usage in the health care field.

  16. Protection of staff in interventional radiology

    International Nuclear Information System (INIS)

    This project focuses on the interventional radiology. The main objective of this project work was to provide a guidance and advice for occupational exposure and hospital management to optimize radiation protection safety and endorse safety culture. It provides practical information on how to minimize occupational exposure in interventional radiology. In the literature review all considerable parameters to reduce dose to the occupationally exposed are well discussed. These parameters include dose limit, risk estimation, use of dosimeter, personal dose record keeping, analysis of surveillance of occupational dose, investigation levels, and proper use of radiation protection tools and finally about scatter radiation dose rate. In addition the project discusses the ways to reduce occupational exposure in interventional radiology. The methods for dose reduction are minimizing fluoroscopic time, minimizing the number of fluoroscopic image, use of patient dose reduction technologies, use of collimation, planning interventional procedures, positioning in low scattered areas, use of protective shielding, use of appropriate fluoroscopic imaging equipment, giving training for the staff, wearing the dosimeters and know their own dose regularly, and management commitment to quality assurance and quality control system and optimization of radiation protection of safety. (author)

  17. The Staff Development Maze: Where Are We?

    Science.gov (United States)

    McQuarrie, Frank O.; And Others

    1984-01-01

    The author presents a five-stage model for staff development used in a survey of professors and practitioners. The survey found that there is a disparity between what professors and practitioners believe is practiced and what is actually occurring in staff development. (MD)

  18. 20 CFR 638.801 - Staff training.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff training. 638.801 Section 638.801 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.801 Staff training....

  19. Restructure Staff Development for Systemic Change

    Science.gov (United States)

    Kelly, Thomas F.

    2012-01-01

    This paper presents a systems approach based on the work of W. Edwards Deming to system wide, high impact staff development. Deming has pointed out the significance of structure in systems. By restructuring the process of staff development we can bring about cost effective improvement of the whole system. We can improve student achievement while…

  20. 28 CFR 600.5 - Staff.

    Science.gov (United States)

    2010-07-01

    ... Staff. A Special Counsel may request the assignment of appropriate Department employees to assist the... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff. 600.5 Section 600.5 Judicial... employees, and the office for which the designated employee works shall make reasonable efforts...

  1. 20 CFR 900.5 - Staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff. 900.5 Section 900.5 Employees' Benefits JOINT BOARD FOR THE ENROLLMENT OF ACTUARIES STATEMENT OF ORGANIZATION § 900.5 Staff. (a) The... the Act and performs such other functions as the Board may delegate to him. (b) Members of the...

  2. Open Educational Resources: Staff Attitudes and Awareness

    Science.gov (United States)

    Rolfe, Vivien

    2012-01-01

    Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes towards "open educational resources" (OER) as a benchmark for monitoring future progress. Faculty staff (n = 6) were invited to participate in semi-structured interviews…

  3. School Site Staff Development: Structures and Processes.

    Science.gov (United States)

    Solo, Leonard J.

    1985-01-01

    Analyzes the importance of staff development (broadly defined as anything that enables teachers to learn) and considers different development structures. Describes the role and duties of staff developer at a Cambridge, Massachusetts, elementary school as well as its "teacher teams," groups of instructors who meet monthly to discuss issues…

  4. 77 FR 46127 - Interim Staff Guidance on Changes to the Generic Aging Lessons Learned (GALL) Report Revision 2...

    Science.gov (United States)

    2012-08-02

    ... COMMISSION Interim Staff Guidance on Changes to the Generic Aging Lessons Learned (GALL) Report Revision 2... Learned (GALL) Report,'' and the NRC staff's aging management review procedure and acceptance criteria... learned and to address emergent issues not covered in license renewal guidance documents. In this way,...

  5. Job Stress, Burnout and Job Satisfaction: An Intervention Study for Staff Working with People with Intellectual Disabilities

    Science.gov (United States)

    Innstrand, Siw Tone; Espnes, Geir Arild; Mykletun, Reidar

    2004-01-01

    Background: The present paper reviews staff stress, burnout and job satisfaction. Methods: A longitudinal, quasi experimental study was carried out among staff working with people with intellectual disabilities in two municipalities in Norway. The purpose was to measure mean differences of stress, burnout and job satisfaction after different…

  6. 76 FR 13181 - Science Advisory Board Staff Office; Notification of a Public Meeting of the SAB Drinking Water...

    Science.gov (United States)

    2011-03-10

    ... AGENCY Science Advisory Board Staff Office; Notification of a Public Meeting of the SAB Drinking Water... Office announces a public meeting of the SAB Drinking Water Committee Augmented for the Review of the... appropriate SAB Staff Office procedural policies. Exposure to lead through drinking water results...

  7. 76 FR 72006 - Draft Interim Staff Guidance: Evaluations of Uranium Recovery Facility Surveys of Radon and Radon...

    Science.gov (United States)

    2011-11-21

    ... COMMISSION Draft Interim Staff Guidance: Evaluations of Uranium Recovery Facility Surveys of Radon and Radon... Recovery Facility Surveys of Radon and Radon Progeny in Air and Demonstrations of Compliance with 10 CFR 20... that existing guidance does not sufficiently detail how the NRC staff reviews surveys of radon...

  8. The place of human-factors in the work of the Atomic Energy Control Board

    International Nuclear Information System (INIS)

    The AECB do not effectively regulate human factors in nuclear power plants since they have no staff trained to do so. Two new positions are recommended and their activities are outlined. Special problems are identified in the certification of personnel, management information control, and in accommodating human factors to AECB style

  9. Examining the temporal relationship between psychological climate, work attitude, and staff turnover

    OpenAIRE

    Garner, Bryan R.; Hunter, Brooke D.

    2012-01-01

    Relative to the broader industrial-organizational (I-O) psychology field, research on the turnover of substance use disorder (SUD) treatment staff is in its infancy. Despite its long and rich history, recent reviews of the turnover literature within I-O psychology have noted there remains considerable room for improvement. In particular, recommendations have been made for research that considers time in the turnover process and explores more distal causes of staff turnover. Addressing these g...

  10. Causes of institutionalism: patient and staff perspectives.

    Science.gov (United States)

    Wirt, G L

    1999-01-01

    Institutionalism is a pattern of passive, dependent behavior observed among psychiatric inpatients, characterized by hospital attachment and resistance to discharge. Survey research was conducted with 211 staff and 47 "institutionalized" patients in a public psychiatric hospital to determine their beliefs on the causes of institutionalism. Four explanatory models of institutionalism were investigated: the predisposition model, the total institution model, the asylum model, and the symptoms model. Patients and staff differed on all models. Responses indicated acceptance of multiple causes for the phenomenon, with patients and staff showing highest agreement on the need for hospitalization as asylum from the world. Patients and staff differed most on the role of the institution in promoting institutionalism. Job classification of staff also resulted in significant differences in beliefs on all models except the asylum model.

  11. Democratic Republic of the Congo; Staff Report for the 2003 Article IV Consultation, First Review Under the Poverty Reduction and Growth Facility, and Request for Waiver of Performance Criteria

    OpenAIRE

    International Monetary Fund

    2003-01-01

    This paper examines the Democratic Republic of the Congo’s 2003 Article IV Consultation, First Review Under the Poverty Reduction and Growth Facility (PRGF), and Request for Waiver of Performance Criteria. Through September 2002, overall performance under the PRGF-supported program was broadly satisfactory, with good progress in the structural area. The annualized rate of inflation for the first nine months of 2002 reached 11 percent, down from 135 percent in 2001. Economic growth is expect...

  12. Republic of Congo; Second Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility: Staff Report; Press Release on the Executive Board Discussion; and Statement by the Executive Director for the Republic of Congo

    OpenAIRE

    International Monetary Fund

    2010-01-01

    This paper discusses key findings of the Second Review Under the Poverty Reduction and Growth Facility (PRGF) for the Republic of Congo. Policy implementation through the first half of 2009 was satisfactory. All quantitative performance criteria and all but one of the structural benchmarks were met. The non-oil basic primary deficit target for end-June was observed by a comfortable margin. Progress toward observing the Heavily Indebted Poor Countries (HIPC) floating completion point triggers ...

  13. 78 FR 56752 - Interim Staff Guidance Specific Environmental Guidance for Integral Pressurized Water Reactors...

    Science.gov (United States)

    2013-09-13

    ... COMMISSION Interim Staff Guidance Specific Environmental Guidance for Integral Pressurized Water Reactors... and operate integral pressurized water reactors (iPWR). This guidance applies to environmental reviews... Environmental Guidance for iPWR Reviews.'' The purpose of this ISG is to clarify the NRC guidance...

  14. Staff Handbook on Natural Gas.

    Science.gov (United States)

    Gorges, H. A., Ed.; Raine, L. P., Ed.

    The Department of Commerce created a Natural Gas Action Group early in the fall of 1975 to assist industrial firms and the communities they serve to cope with the effects of potentially severe and crippling curtailment situations. This action group was trained to assess a specific local situation, review the potential for remedial action and…

  15. The Staff Association and its history

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Association will celebrate its 60th birthday in the spring of 2015. We are collecting all information about the sixty years of the Staff Association. In particular, we are looking at publications of the Staff Association, which started with the “Staff Association Journal”, in 1955, which later became “Le Proton déchainé”, then, more simply, “Proton” in 1982 (the figure on the left shows the different mutations of our magazine). In our collection we are missing a few issues, in particular № 1 (dated mid-1955).     Dear reader, if have any old issues of this magazine, or of Graviton (figure on the right), another magazine edited by the Staff Association, or any other material or information that might help us document the history of the Staff Association, we would very much like to have a copy of the material or your contribution (written or oral). Please contact the Staff Association Sec...

  16. Job and task analysis for technical staff

    International Nuclear Information System (INIS)

    In September of 1989 Cooper Nuclear Station began a project to upgrade the Technical Staff Training Program. This project's roots began by performing job and Task Analysis for Technical Staff. While the industry has long been committed to Job and Task Analysis to target performance based instruction for single job positions, this approach was unique in that it was not originally considered appropriate for a group as diverse as Tech Staff. Much to his satisfaction the Job and Task Analysis Project was much less complicated for Technical Staff than the author had imagined. The benefits of performing the Job and Task Analysis for Technical Staff have become increasingly obvious as he pursues lesson plan development and course revisions. The outline for this presentation will be as follows: philosophy adopted; preparation of the job survey document; performing the job analysis; performing task analysis for technical staff and associated pitfalls; clustering objectives for training and comparison to existing program; benefits now and in the future; final phase (comparison to INPO guides and meeting the needs of non-degreed engineering professionals); and conclusion. By focusing on performance based needs for engineers rather than traditional academics for training the author is confident the future Technical Staff Program will meet the challenges ahead and will exceed requirements for accreditation

  17. E-book Trial Using Handheld Devices Yields Mixed Reactions from Public Library Staff and Users in Essex County, UK. A review of: Dearnley, James, Cliff McKnight, and Anne Morris. “Electronic Book Usage in Public Libraries: A Study of User and Staff Reactions to a PDA-based Collection.” Journal of Librarianship and Information Science 36.4 (December 2004: 175‐82.

    Directory of Open Access Journals (Sweden)

    Stephanie Hall

    2006-03-01

    Full Text Available Objective - To assess e-book delivery on handheld devices provided to public library patrons, particularly housebound or visually impaired patrons and the users of a mobile library. Design - Product trial with a post-trial questionnaire for patrons and a post-trial focus group discussion among participating library staff. Setting - Mid-to-large size public library system in the United Kingdom. Subjects - 23 patrons participated; the number of library staff participating is not identified. Although the target population initially identified was housebound people, patrons reliant on the mobile library, and visually impaired people, the project team determined that it did not have sufficient funds to upgrade the PDAs to be compatible woth their preferred software for the visually impaired, and therefore this group was eliminated from the study. Lack of funds was also cited as a factor in the team being unable to provide assistive technology for those users suffering from arthritis, though this group was not excluded from the study. Just over half the patrons were aged 60+, and more than half were female. Two patrons self-identified as housebound. Methods - e-books were downloaded onto Hewlett Packard iPAQ 1910 Pdas by library staff and were loaned to participants between Janualry and April 2004. Although the authors of the study state that "creating staff champions was an important objective in this project" (p.176, it is unclear whether staff were screened for positive attitude towards e-Books. Prior to the trial, staff members were provided with training and orientation, and participants were asked for their font sna d reading preferences. Suport for participating patrons was available from staff or via an accompanying user manual, e-mail, or telephone help line. In a questionnaire adminsitered following the trial, participants were asked to respond to questions on the functionality of the handheld devices and e-book formats, positive and

  18. Minimum staff complement: safety in numbers

    International Nuclear Information System (INIS)

    Adequate staffing is an essential safety barrier for event mitigation. For this reason, Canadian nuclear power plant (NPP) licences specify the minimum staff complement (MSC), which is the number and qualifications of staff always required on-site. A systematic analysis and its validation form the basis of the MSC. The analysis and validation demonstrate a licensee is able to control, cool and contain the reactor after any credible event. The CNSC published regulatory guidelines for analyzing the basis for essential staff levels, monitoring compliance with these levels, and controlling MSC changes (G-323). Lessons learned from a full-scale MSC analysis are discussed. (author)

  19. Open educational resources: staff attitudes and awareness

    OpenAIRE

    Rolfe, Vivien

    2012-01-01

    Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes towards ‘‘open educational resources’’ (OER) as a benchmark for monitoring future progress. Faculty staff (n6) were invited to participate in semi-structured interviews that facilitated the development of a questionnaire. Staff respondents (n50) were not familiar with the term OER but had a clear notion of what it mea...

  20. 75 FR 6030 - EPA Science Advisory Board Staff Office Request for Nominations of Experts for the SAB Lead (Pb...

    Science.gov (United States)

    2010-02-05

    ... From the Federal Register Online via the Government Publishing Office ENVIRONMENTAL PROTECTION AGENCY EPA Science Advisory Board Staff Office Request for Nominations of Experts for the SAB Lead (Pb) Review Panel AGENCY: Environmental Protection Agency (EPA). ACTION: Notice; Request for...

  1. Reviews.

    Science.gov (United States)

    Greenleaf, Floyd; And Others

    1986-01-01

    Reviews eight textbooks, readers, and books. Topics include Latin America, colonial America, the Carolinians, women in French textbooks, the Vikings, the Soviet Union, nineteenth-century Black America, and Ernest Rutherford. (TRS)

  2. Reviews.

    Science.gov (United States)

    Science Teacher, 1987

    1987-01-01

    Provides reviews of four computer software packages designed for use in science education. Describes courseware dealing with a variety of tips for teaching physics concepts, chemical reactions in an aqueous solution, mitosis and meiosis, and photosynthesis. (TW)

  3. Republic of Congo; 2008 Article IV Consultation, Requests for a Three-Year Arrangement Under the Poverty Reduction and Growth Facility and Interim Assistance Under the Enhanced Initiative for Heavily Indebted Poor Countries, and Financing Assurances Review: Staff Report; Staff Statement and Supplement; Public Information Notice and Press Release on the Executive Board Discussion; and Statement by the Executive Director for the Republic of Congo

    OpenAIRE

    International Monetary Fund

    2009-01-01

    The staff report for the Republic of Congo’s combined 2008 Article IV Consultation and Requests for a Three-Year Arrangement Under the Poverty Reduction and Growth Facility is discussed. To enhance external viability, the authorities recognize the need to improve competitiveness, raise output growth through diversification, and consolidate the fiscal position. The authorities are making a concerted effort to improve the business climate, liberalize trade, deepen financial intermediation, co...

  4. Meeting staff representatives of the European Agencies

    CERN Multimedia

    Staff Association

    2014-01-01

      The AASC (Assembly of Agency Staff Committee) held its 27th Meeting of the specialized European Agencies on 26 and 27 May on the premises of the OHIM (Office for Harmonization in the Internal Market) in Alicante, Spain. Two representatives of the CERN Staff Association, in charge of External Relations, attended as observers. This participation is a useful complement to regular contacts we have with FICSA (Federation of International Civil Servants' Associations), which groups staff associations of the UN Agencies, and the annual CSAIO conferences (Conference of Staff Associations of International Organizations), where each Autumn representatives of international organizations based in Europe meet to discuss themes of common interest to better promote and defend the rights of the international civil servants. All these meetings allow us to remain informed on items that are directly or indirectly related to employment and social conditions of our colleagues in other international and Europ...

  5. Staff rosters for 1979: environmental programs

    Energy Technology Data Exchange (ETDEWEB)

    1979-12-01

    The roster of the scientific and professional staffs of the Environmental Programs of the Department of Energy and Environment has been compiled as of December 1979. Staff members have been listed according to their organizational units, i.e., the Atmospheric Sciences Division, the Environmental Chemistry Division, the Oceanographic Sciences Division, and the Land and Freshwater Environmental Sciences Group. Educational background, research interests, professional activities, summary of experience at BNL, and selected publications have been included for each member listed.

  6. The Provisional Staff Regulations of the Agency

    International Nuclear Information System (INIS)

    In accordance with Article VII.E of the Statute and of the general principles approved by the General Conference in resolution GC.1(S)/RES/13, the Board of Governors has established 'the terms and conditions on which the Agency's staff shall be appointed, remunerated and dismissed.' The Provisional Staff Regulations thus approved and amended by the Board up to 15 January 1959 are reproduced in this document for the information of all Members of the Agency

  7. Staff recruitment and Selection of employees

    OpenAIRE

    Krotilová, Karolína

    2014-01-01

    The aim of this Bachelor's Thesis is to analyse the process of the staff recruitment and selection of employees in an IT company - SOFTEC. It confronts the theoretical starting-points and used principles and procedures, identifies their strengths and weaknesses and suggests better or alternative solution. The theoretical part explains all the basic terms and relations regarding human resources and the staff recruitment process as such including particular principles and methods of this acquis...

  8. Nurse handover:Patient and staff experiences

    OpenAIRE

    Bruton, Jane; Norton, Christine; Smyth, Natasha; Ward, Helen; Day, Sophie

    2016-01-01

    AIM AND OBJECTIVES: to understand the purpose, impact and experience of nurse handover from patient and staff perspectives.BACKGROUND: poor communication is increasingly recognised as a major factor in healthcare errors. Handover is a key risk point. Little consensus exists regarding the practice in nursing but the trend is towards bedside handover. Research on patient and staff experiences of handover is limited.DESIGN: a qualitative and observational study on two acute wards in a large urba...

  9. Teaching Staff Advanced Training: European Experience

    OpenAIRE

    Kovalchuk Vasyl

    2015-01-01

    The issue of teaching staff advanced training is paid much attention in many countries. In the Republic of Moldova progressive professional credits system is used. Credits are scored not only in assigning teaching degrees or issuing a certificate of continuing professional education, but also for teachers’ evaluation at the educational institution. Advanced training of teaching staff in France is provided by various institutions of postgraduate education, university institutes and regional ce...

  10. Scheduling of procedures and staff in an ambulatory surgery center.

    Science.gov (United States)

    Pash, Joel; Kadry, Bassam; Bugrara, Suhabe; Macario, Alex

    2014-06-01

    For ambulatory surgical centers (ASC) to succeed financially, it is critical for ASC managers to schedule surgical procedures in a manner that optimizes operating room (OR) efficiency. OR efficiency is maximized by using historical data to accurately predict future OR workload, thereby enabling OR time to be properly allocated to surgeons. Other strategies to maintain a well-functioning ASC include recruiting and retaining the right staff and ensuring patients and surgeons are satisfied with their experience. This article reviews different types of procedure scheduling systems. Characteristics of well-functioning ASCs are also discussed.

  11. Resident aggression toward staff at a center for the developmentally disabled.

    Science.gov (United States)

    West, Christine A; Galloway, Ellen; Niemeier, Maureen T

    2014-01-01

    Few studies have examined factors contributing to nonfatal assaults to staff working in residential care facilities. The authors evaluated resident assaults toward direct care/nursing staff at an intermediate Care Facility for Individuals with Mental Retardation (ICF/MR), which included observations of work areas, employee interviews, calculation of injury and assault rates for 2004 to 2007 from Occupational Safety and Health Administration Logs, and review of state ICP/MR guidelines. Most staff interviewed reported having been injured during physical restraint of a resident and the average rate of injury from assault at the center evaluated was higher than the average national rates for the health care and social assistance sector for the same time period. The center lacked policies and developing a post-incident response and evaluation program to assist staff in coping with the consequences of assault and/or occupational injury. PMID:24571051

  12. Competencies Setup for Nuclear Regulatory Staff in Thailand

    International Nuclear Information System (INIS)

    Competencies setup for regulatory bodies oversee a research reactor and nuclear power reactors in Thailand, concentrating on staff development in areas of review and assessment, inspection and enforcement, authorization, and development of regulations and guides. The regulatory body in Thailand is the Bureau of Nuclear Safety Regulation (BNSR) which belongs to the Office of Atoms for Peace (OAP). The BNSR is divided into 4 groups according to the International Atomic Energy Agency (IAEA). These groups are the nuclear safety administration group, nuclear safety technical support group, nuclear safety assessment and licensing group, and the nuclear installations inspection group. Each group is divided into senior and junior positions. The competencies model was used for implementation of staff qualification, career planning and professional progression by BNSR. Competencies are related to knowledge, skills and attitudes (KSAs) needed to perform their job. A key issue is obtaining competencies for the regulatory bodies. The systematic approach to training (SAT) has been used in several countries for improvement regulator performance. The SAT contains 5 steps, including analysis, design, development, implementation and evaluation, to achieve competencies. The SAT provides a logical progression from the identification of competencies required to perform a job to the design, development and implementation of training using the competencies model. In the first step, BNSR performs an operating analysis of training needs assessment (TNA) by using gap analysis technique, as suggested by IAEA. Individual regulatory bodies address the gap using appropriate training program, after comparing the actual and desired competency profiles to determine the gap. This paper examines competencies setup for regulatory staff of BNSR as a result of gaps analysis to establish a scheme for design characteristics of regulatory staff and training courses, thereby enhancing the regulatory

  13. EERE Peer Review Guide

    Energy Technology Data Exchange (ETDEWEB)

    None

    2009-01-18

    The primary purpose of this guide is to provide managers and staff guidance in establishing formal in-progress peer review that provides intellectually fair expert evaluation of EERE RD3 and supporting business administration programs, both retrospective and prospective.

  14. 14 CFR 385.34 - Decision by the Reviewing Official.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Decision by the Reviewing Official. 385.34... Staff Action § 385.34 Decision by the Reviewing Official. (a) Decline of right to review. If the Reviewing Official declines the right to exercise discretionary review, the staff action stayed by...

  15. 76 FR 39102 - Science Advisory Board Staff Office; Notification of a Public Teleconference of the SAB Mercury...

    Science.gov (United States)

    2011-07-05

    ... Mercury Review Panel met on June 15-17, 2011 (76 FR 29746-29747) to review the draft Technical Support... AGENCY Science Advisory Board Staff Office; Notification of a Public Teleconference of the SAB Mercury... of the Mercury Review Panel. DATES: The teleconference will be held on July 20, 2011, from 1 to 4...

  16. Review

    NARCIS (Netherlands)

    Kalkman, C.; Adema, F.

    1998-01-01

    This book intends (according to the preface) to afford at once a review, a general outline of what has been accomplished, and a set of signposts for the future. It attempts to do so in three sections on Origin and Diversification of Primitive Land Plants (4 papers), Origin and Diversification of Ang

  17. Review

    DEFF Research Database (Denmark)

    Van Den Hazel, H B; Kielland-Brandt, Morten; Winther, Jakob R.

    1996-01-01

    The yeast vacuole, which is equivalent to the lysosome of higher eukaryotes, is one of the best characterized degradative organelles. This review describes the biosynthesis and function of yeast vacuolar proteases. Most of these enzymes are delivered to the vacuole via the early compartments...

  18. Reviews

    Science.gov (United States)

    2002-07-01

    BOOK REVIEWS (353) Dr Dyer's Academy Further Advanced Physics Physics 11-14, with Biology 11-14 and Chemistry 11-14 Nelson Modular Science: Books 1 and 2 Key Science: Physics, 3rd Edition Nelson Science: Physics, 2nd Edition Physics for AQA: Separate Award, Coordinated Award Physical Processes: A Visual Approach WEB WATCH (359) Physics Favourites: John Miller's selection

  19. Reviews

    NARCIS (Netherlands)

    Sleumer, H.; Steenis, van C.G.G.J.

    1966-01-01

    An exhaustive Flora of Delhi, compiled by J. K. Maheshwari, was published by C.S.I.R. in 1963 (for a review see Blumea 13, 1965, p. 174). During the compilation of that flora, 278 line-drawings, illustrating the habits and chief features of the plants found in Delhi, were prepared; they form a welco

  20. Review

    NARCIS (Netherlands)

    Prud’homme van Reine, W.F.

    1998-01-01

    The two published parts of the Desmid Flora of Austria are well-illustrated review volumes on a group of precious freshwater microalgae. Volume 1 contains a pretty, visual key to the genera, completed by figures of one or more characteristic species. In all keys of the separate genera many visual ai

  1. Reviews

    NARCIS (Netherlands)

    Adema, Frits

    1995-01-01

    This is the second volume of a revision of Tabernaemontana (Apocynaceae). The volume covers the New World species (44) and the genus Stemmadenia (10 species). This part of the revision of Tabernaemontana comes up to the high standards set in the first volume [see the review by Leenhouts, Blumea 38 (

  2. Reviews

    Directory of Open Access Journals (Sweden)

    Philip Barker

    1998-12-01

    Full Text Available There were two copy-editing blunders in Clive Betts's review, in ALT-J 5 (3, of Shirley Fletcher's Designing Competence-Based Training, one in paragraph 2 line 1, the other in paragraph 3 line 8. The errors (the result of the Editor, Gabriel Jacobs, trying to perform a final proof of the journal at lightning speed in order to meet the printing deadline, and not of any mistake on the part of either Philip Barker or the University of Wales Press hardly affected meaning, but the fact that they appeared in a review of a book on competence makes the embarrassment all the more telling. The Editor apologizes, and thanks eagle-eyed readers. He has decided to read the book in the hope that such errors will not recur.

  3. ICRP and radiation protection of medical staff

    International Nuclear Information System (INIS)

    Committee 3 (Protection in Medicine) and Committee 4 (Application of Recommendations) of the International Commission on Radiological Protection (ICRP) deal with the protection of medical staff. In the last 10 years, the Committee on Protection in Medicine has been involved in the preparation of 12 publications, some of which include specific recommendations on occupational RP. This paper summarizes the most relevant aspects of these recommendations on RP for medical staff. The most recent publication on Radiation Dose to Patients from Radiopharmaceuticals contains an annex on hand exposure in radio-pharmacies. Radiation detriment from exposure of both radiological staff and other individuals is considered as part of the justification of medical exposures and of the optimization process. ICRP advises on the uncertainty concerning the risk of cataracts and puts particular emphasis on optimization in situations of exposure of the eyes. Some recommendations on staff protection are included in the documents on computed tomography, digital radiology, pregnancy, discharge of patients after therapy and interventional radiology. The contents related to staff RP in the coming publications of the Committee (pediatric, cardiology, and fluoroscopy) are also summarized.

  4. Open educational resources: staff attitudes and awareness

    Directory of Open Access Journals (Sweden)

    Vivien Rolfe

    2012-02-01

    Full Text Available Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes toward ‘open educational resources’ (OER as a benchmark for monitoring future progress. Faculty staff (n=6 were invited to participate in semi-structured interviews which facilitated the development of a questionnaire. Staff respondents (n=50 were not familiar with the term OER but had a clear notion of what it meant. They were familiar with open content repositories within the university but not externally. A culture of borrowing and sharing of resources exists between close colleagues, but not further a field, and whilst staff would obtain resources from the Internet they were reticent to place materials there. Drivers for mobilising resources included a strong belief in open education, the ability of OER to enhance individual and institutional reputations, and economic factors. Barriers to OER included confusion over copyright and lack of IT support. To conclude, there is a positive collegiate culture within the faculty, and overcoming the lack of awareness and dismantling the barriers to sharing will help advance the open educational practices, benefiting both faculty staff and the global community.

  5. Evaluating Burnout among Administrative and Healthcare Staffs

    Directory of Open Access Journals (Sweden)

    Neda Khorshidian

    2015-06-01

    Full Text Available Background & Aims of the Study Burnout is an occupational hazard which is known as one of the major factors affecting employees’ psychological disorders. The present study aimed to evaluate occupational burnout among administrative and healthcare staffs of Shiraz University of Medical Sciences. Materials & Methods In this cross sectional study, 300 employees (150 administrative staff and 150 health care staff were selected using random sampling method. Data were collected using Maslach Burnout Inventory and analyzed using SPSS software. Results: The mean of burnout was 2.33±0.60. The results showed no significant difference between men and women employees in terms of occupational burnout and its three dimensions. Moreover, a significant difference between administrative and medical staffs  were found only in the dimension of emotional exhaustion. The mean score of emotional exhaustion in the administrative staff was significantly lower than that of their peers in the healthcare sector (2.03±0.84vs. 2.36±1.00 (p=0.03. Conclusions: The results showed that the majority of employees reported an average level of burnout .Such finding was in agreement with the results reported in previous studies. The obtained results can pave the way for further study on the identifying determinants of burnout.

  6. Understanding Job Stress among Healthcare Staff

    Directory of Open Access Journals (Sweden)

    Dola Saha

    2011-04-01

    Full Text Available Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress. The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 (not at all,1(a little, 2(quite a bit, 3 (a lot. A global rating of stress was also obtained. Result: The prime sources of stress were found to be underpayment (76%, excessive workload (70.3%, inadequate staff (48.6, & being involved in the emotional distress of patients (46.7%. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors. This could be achieved through workload management, job redesign, & by offering occupational health education.

  7. 7 CFR 1700.27 - Chief of Staff.

    Science.gov (United States)

    2010-01-01

    ... Administrator in developing and planning agency program initiatives. The Chief of Staff is responsible for... 7 Agriculture 11 2010-01-01 2010-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff...

  8. Training staff to conduct a paired-stimulus preference assessment.

    OpenAIRE

    Lavie, Tami; Sturmey, Peter

    2002-01-01

    Three staff members were trained to conduct stimulus preference assessments using a paired-stimulus format with 8 children with autism. Staff were trained to mastery level using brief instruction, a video model, and rehearsal with verbal feedback. Training took about 80 min per staff member. Results demonstrated that staff rapidly learned to correctly perform paired-stimulus preference assessments with children.

  9. Innovative public library services - staff-less or staff-intensive?

    DEFF Research Database (Denmark)

    Johannsen, Carl Gustav Viggo

    2014-01-01

    Purpose – Several recent library innovations seem to make professional and clerical staff superfluous such as automated loan and delivery equipment, staff-less libraries open in 80 hours a week, and virtual services, enabling users to search the library catalogue and make reservations of library...... materials from their home address. The purpose of this paper is to examine whether such developments will necessarily lead to a situation where public libraries become self-service institutions or to what extent self-service and innovative staff-intensive library services can develop and co......-exist. Furthermore, the paper will examine what challenges library leaders face and what they can do, and actually have done, to handle staff resistance and other related problems to the benefit of both the users, the local communities, and also, the staff, in particular, when introducing new and innovative services...

  10. JOB CENTRE FOR DOMESTIC STAFF IN SWITZERLAND

    CERN Multimedia

    Relations with the Host States Service; http://www.cern.ch/relations/

    2001-01-01

    The Permanent mission of Switzerland to the International Organisations in Geneva has informed CERN that the Geneva Welcome Centre has set up an employment registration desk for the domestic staff of international civil servants. The aim of this pilot project is, on the one hand, to help international civil servants find domestic staff and, on the other hand, to help domestic staff holding an 'F'-type carte de légitimation find employment within 30 days after the expiry of a contract. For more information, please contact the Geneva Welcome Centre, La Pastorale, 106, route de Ferney, Case postale 103, 1211 Genève 20, tel. (+41.22) 918 02 70, fax (+41.22) 918 02 79), http://geneva-international.org/Welcome.E.html.

  11. Staff Performance Evaluation in Public Organizations

    Directory of Open Access Journals (Sweden)

    Drumea C.

    2014-12-01

    Full Text Available In public Organizations staff performance is difficult to measure in absence of overall quantitative performance indicators. There are also the qualitative indicators that give an overview on staff’s motivation, strive, ability, commitment to values, teamwork. These aspects are even less easy to illustrate, in private and public sectors equally. In both cases, measuring staff performance at work, as well as its input on the global performance of the organization is a difficult task which has in practice different approaches. Subsequently, this paper is discussing the system indicators and performance triggers used in International Organizations UN affiliated, in order to adjust staff classification and benefits to their staff’s performance.

  12. The different roles of the Staff association

    CERN Multimedia

    Staff Association

    2012-01-01

    The statutory role of the CERN Staff Association is defined in Chapter VII of the Staff Rules and Regulations. The means of the Association to realize its aims are described in Article I.1.3 of the Statutes of the CERN Staff Association. Generally speaking, its aims are “To serve and defend the economic, social, professional and moral interests of its members and all CERN staff“. Usually we deal with professional and social issues (employment conditions, defence of collective or individual rights, promotion of basic research...). But the Association also plays a role of integration (clubs promoting cultural, humanitarian, and sport or offering entertainment, organizing exhibitions and conferences) and it can promote actions to provide its members with material or social advantages (Interfon, commercial offers). Advantageous commercial offers In recent years the Association was able to negotiate with business or cultural partners benefits for its members. A full list can be found on our...

  13. Review

    OpenAIRE

    Kalkman, C.

    1996-01-01

    The first volume of this series was published in 1991, and reviewed in Blumea 38, p. 216. The treatments of volumes 2 and 3 are each based on a doctor’s thesis by the first author, elaborated under supervision of Dr. Panigrahi. Volume 2 contains regional revisions of six genera: Prunus, Prinsepia, Maddenia, Rosa, Malus, and Pyrus. Prunus is taken in the inclusive sense and has 38 species in India, including a number of non-indigenous but cultivated and sometimes naturalized species. Prinsepia...

  14. Reviews

    Directory of Open Access Journals (Sweden)

    Philip Barker

    1997-12-01

    Full Text Available For a variety of different reasons, increasing use is now being made of the Internet for the delivery of course materials and/or for the support of teaching and learning activities. The details of the mechanisms used will obviously vary from one situation to another, depending upon the types of problem to be addressed. These may involve mentoring, teaching, monitoring, recording, tutoring, assessing, and so on. In this book, the author attempts to review the educational and administrative considerations of offering courses, course materials or course delivery via the Internet.

  15. Improvements to staff radiation safety and staff management at radiopharmaceutical production and development centre achieved through deployment of the DOSICARE active dosimetry software

    International Nuclear Information System (INIS)

    An increase in demand for positron emission tomography tracers in Western Australia and increasing staff radiation doses led to a review and upgrade of the radiation monitoring system at the Radiopharmaceutical Production and Development Centre at Sir Charles Gairdner Hospital. The major short coming of the existing system was identified as a delay in the ability to interrogate dose results (greater than 1 month for TLD and finger badges and up to one week for electronic dosimeters). Delays made it more difficult to determine the cause of high doses to staff and difficult to adequately respond to staff receiving high doses. Another issue identified was the inability of staff to easily access their own radiation dose records. The upgrading of the existing Mirion DMC 2000 series system through the deployment of the DOSICARE database system combined with remote entry login stations with touch screen PC capabilities alleviated many of the previous short comings of the radiation monitoring system. The new system facilitates email alerts of high doses and presentation of personal dosimetry data to the user upon login and log out of the system and provides many other improvements. The system requires much less time to maintain and enables significantly better management of radiation workers which in turn has improved radiation safety outcomes for staff.

  16. Understanding Job Stress among Healthcare Staff

    OpenAIRE

    Dola Saha; Rajesh Kumar Sinha; Kankshi Bhavsar

    2011-01-01

    Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work) among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specia...

  17. Staff stress in the children's hospice: causes, effects and coping strategies.

    Science.gov (United States)

    Barnes, K

    2001-05-01

    Although there are an increasing number of hospices opening around the country, the concept of the children's hospice is still relatively new. Although stress involved in giving palliative care to adults has been examined quite extensively, very little work has been done on the impact of caring for children in the hospice setting. This article is a literature review, examining the causes and effects of staff stress in the children's hospice, as well as the factors that enable staff to cope with working in this environment. It concludes that the main causes of stress are often related to conflicts within the staff group, communication problems and role conflict. Poor relationships with the child's family as well as the inability to relieve distressing symptoms the child may be experiencing have also been identified as common sources of stress. Teamwork, good communication and the home-like atmosphere of the hospice all contribute to enabling staff to deal with work stress. Staff support groups may be beneficial, but need to be run well, by someone experienced in leading such groups. Additionally, stress can be reduced by providing staff with the appropriate training and education and by encouraging them to take some responsibility for preventing and relieving stress themselves.

  18. INDEFINITE CONTRACT REVIEW 2000

    CERN Multimedia

    Division des ressources humaines

    2000-01-01

    The Director-General has decided to review staff members in professional categories 2 to 5 satisfying the criteria for consideration for the award of an indefinite contract, in accordance with Article R II 1.20 of the Staff Regulations. Staff members holding a fixed-term contract which it has been decided not to renew will not be considered. The following stages are foreseen:1.\tCandidates qualifying for review in accordance with Article R II 1.20 of the Staff Regulations and the Administrative Circular N° 9 will be contacted by Human Resources Division. 2.\tThe criteria as to when staff members qualify for review are described in Administrative Circular N° 9. These include the following:staff members who are in their fourth year of service on a fixed-term contract;in addition, for staff members having three years or more of previous relevant service in the Organization on a contract of limited duration (or term-contract) and upon proposal by the division leader concerned, consid...

  19. Human Resource Management in Small Rural Districts: The Administrator's Role in Recruitment, Hiring and Staff Development

    Science.gov (United States)

    Townsell, Rhodena

    2007-01-01

    The purpose of this article is to review the rural area administrator's role in the areas of teacher recruitment, hiring and staff development. State and Regional Policies reveal that these areas are chief among the concerns of rural school leaders (Johnson, 2005). The rural school administrator's role often requires him/her to become involved in…

  20. Staff Development and Student Learning: A Synthesis of Research on Models of Teaching.

    Science.gov (United States)

    Joyce, Bruce; And Others

    1987-01-01

    The context of staff development programs should be selected from options promising substantial increases in student learning and aptitude. This article introduces the "effect size" concept and reviews recent research on teaching models (cooperative learning, information-processing models, synectics, nondirective teaching, and DISTAR). Includes 55…

  1. 78 FR 40199 - Draft Spent Fuel Storage and Transportation Interim Staff Guidance

    Science.gov (United States)

    2013-07-03

    ... COMMISSION Draft Spent Fuel Storage and Transportation Interim Staff Guidance AGENCY: Nuclear Regulatory... Regulatory Commission (NRC) requests public comment on Draft Spent Fuel Storage and Transportation Interim... given in NUREG-1927 ``Standard Review Plan for Renewal of Spent Fuel Dry Cask Storage System...

  2. 76 FR 9381 - Notice of Availability of Interim Staff Guidance Documents for Spent Fuel Storage Casks

    Science.gov (United States)

    2011-02-17

    ... COMMISSION Notice of Availability of Interim Staff Guidance Documents for Spent Fuel Storage Casks AGENCY... Gordon, Structural Mechanics and Materials Branch, Division of Spent Fuel Storage and Transportation... performing technical reviews of spent fuel storage and transportation packaging licensing actions.'' This...

  3. REVIEW

    Directory of Open Access Journals (Sweden)

    N. F. Bugay

    2016-01-01

    Full Text Available Review of Study Guide: «KUBAN STUDIES. KUBAN IN THE XX CENTURY – THE BEGINNING OF THE XXI CENTURY. HISTORY. PEOPLE SOCIETY.» Study Guide (electronic version to grade 11 of educational institutions. A.A. Zaitsev, E.V. Morozova, N.V. Plotichkina and O.A. Borisko, M.A. Egupova, A.B. Sazantovich, I.S. Bashkakov, T.I. Belyaeva. Krasnodar: Perspectives on Education, 2015.In a review of a thorough analysis of all the component parts of the book that will surely attract the attention first of all history teachers and students in 11 classes of educational institutions of the region. A comprehensive presentation of the material significantly adds to the course of modern history of Russia and enrich its specific material about the life of the Russian Cossacks and as part of the – of the Kuban Cossacks. Along with the reference materials of pure nature that is needed for this kind of research are presented and informative sections on the socio-economic condition of the region, the interests of different strata of the population, the multinational factor and the religious beliefs of the population. Cossacks in its warlike mentality, and this trait is passed from generation to generation. But the aspirations of the Cossacks in this respect are transparent – protecting the integrity of the Fatherland, faithful service to him, boundless devotion to the Orthodox faith. The important story is linked with the identity of the Russian Cossacks, its mentality, "Kuban" specificity, especially for the rule on different sections of history, to various of its exponents, both military and civilians. As is known from the Cossacks received a development institute of judging for each Ataman smoking, working village judge. Cossacks series comply with the law as applied his own family, and chic plan – in the state, fought against offenders, it is considered in relation to the Cossacks and representatives of different ethnic communities living with the Cossacks, and

  4. Investigation of zoonotic infections among Auckland Zoo staff: 1991-2010.

    Science.gov (United States)

    Forsyth, M B; Morris, A J; Sinclair, D A; Pritchard, C P

    2012-12-01

    Investigation was undertaken to assess the occurrence of zoonotic infection among staff at Auckland Zoological Park, New Zealand, in 1991, 2002 and 2010. Serial cross-sectional health surveys in 1991, 2002 and 2010 comprising a health questionnaire, and serological, immunological and microbiological analysis for a range of potential zoonotic infections were performed. Laboratory results for zoo animals were also reviewed for 2004-2010 to assess the occurrence of potential zoonotic infections. Veterinary clinic, animal handler, grounds, maintenance and administrative staff participated in the surveys, with 49, 42 and 46 participants in the 1991, 2002 and 2010 surveys, respectively (29% of total zoo staff in 2010). A small number of staff reported work-related infections, including erysipelas (1), giardiasis (1) and campylobacteriosis (1). The seroprevalence of antibodies to hepatitis A virus and Toxoplasma gondii closely reflected those in the Auckland community. No carriage of hepatitis B virus (HBV) was detected, and most of those with anti-HBV antibodies had been vaccinated. Few staff had serological evidence of past leptospiral infection. Three veterinary clinic staff had raised Chlamydophila psittaci antibodies, all Zoo animals had infections with potential zoonotic agents, including G. lamblia, Salmonella spp., Campylobacter spp. and T. gondii, although the occurrence was low. Zoonotic agents pose an occupational risk to zoo workers. While there was evidence of some zoonotic transmission at Auckland Zoo, this was uncommon and risks appear to be adequately managed under current policies and procedures. Nevertheless, ongoing assessment of risk factors is needed as environmental, human and animal disease and management factors change. Policies and procedures should be reviewed periodically in conjunction with disease monitoring results for both animals and staff to minimise zoonotic transmission.

  5. NRC [Nuclear Regulatory Commission] staff evaluation of the General Electric Company Nuclear Reactor Study (''Reed Report'')

    International Nuclear Information System (INIS)

    In 1975, the General Electric Company (GE) published a Nuclear Reactor Study, also referred to as ''the Reed Report,'' an internal product-improvement study. GE considered the document ''proprietary'' and thus, under the regulations of the Nuclear Regulatory Commission (NRC), exempt from mandatory public disclosure. Nonetheless, members of the NRC staff reviewed the document in 1976 and determined that it did not raise any significant new safety issues. The staff also reached the same conclusion in subsequent reviews. However, in response to recent inquiries about the report, the staff reevaluated the Reed Report from a 1987 perspective. This re-evaluation, documented in this staff report, concluded that: (1) there are no issues raised in the Reed Report that support a need to curtail the operation of any GE boiling water reactor (BWR); (2) there are no new safety issues raised in the Reed Report of which the staff was unaware; and (3) although certain issues addressed by the Reed Report are still being studied by the NRC and the industry, there is no basis for suspending licensing and operation of GE BWR plants while these issues are being resolved

  6. The Lighter Side of Staff Development

    Science.gov (United States)

    Bacall, Aaron

    2004-01-01

    As educators, we often take ourselves a bit too seriously, so veteran educator and illustrator Aaron Bacall offers a little perspective with these lighthearted cartoons. Whether used as overheads for meetings or as an individual break in a busy day, this collection of whimsical glimpses at staff development will provide a moment to laugh and add a…

  7. Characteristics of Absenteeism in Nursing Home Staff.

    Science.gov (United States)

    Cohen-Mansfield, Jiska; Rosenthal, Alvin S.

    This study investigated factors associated with absenteeism among nursing staff (N=219) at a long-term care facility. Four absenteeism measures were calculated from personnel records for each month of the year: no pay (the sum of unscheduled, unpaid sick, and leave without pay), part day (the sum of arrived late and left early), paid sick, and…

  8. Staff Exchange or Legal Alien Programs

    DEFF Research Database (Denmark)

    Jørgensen, Rune Nørgaard

    2016-01-01

    SRA would very much like to support the exchange of best practice between members throughout the year and the Membership Committee is presently looking into the opportunities for a Staff Exchange or Legal Alien Program. However the International Section has already had the chance to provide...

  9. Turning Up the Staff for Organizational Change

    Science.gov (United States)

    Jones, Jr., Richard V.

    1969-01-01

    With the tremendous growth of innovation in education in recent years, the need to "tune up the staff has appeared as an essential ingredient. The days of change through administrative directives have disappeared with the rise in teacher militancy and competency. (CK)

  10. Data Intelligence Training for Library Staff

    NARCIS (Netherlands)

    Verbakel, E.; Potters, N.; De Smaele, M.; Noordegraaf, M.

    2013-01-01

    The Data Intelligence 4 Librarians course was developed by 3TU.Datacentrum at the end of 2011 to provide online resources and training for digital preservation practitioners, specifically for library staff. The course objectives are to transfer and exchange knowledge about data management, and to pr

  11. Supervision, Staff Development, and Evaluation Connections.

    Science.gov (United States)

    McQuarrie, Frank O.; Wood, Fred H.

    1991-01-01

    Examines the relationship between supervision, staff development, and teacher evaluation, discussing why educators must strive to make connections among the three, identifying important misunderstandings about them, and describing the purposes of each process and the similarities, differences, and connections between them. Together, they can be…

  12. MEDICAL STAFF SCHEDULING USING SIMULATED ANNEALING

    Directory of Open Access Journals (Sweden)

    Ladislav Rosocha

    2015-07-01

    Full Text Available Purpose: The efficiency of medical staff is a fundamental feature of healthcare facilities quality. Therefore the better implementation of their preferences into the scheduling problem might not only rise the work-life balance of doctors and nurses, but also may result into better patient care. This paper focuses on optimization of medical staff preferences considering the scheduling problem.Methodology/Approach: We propose a medical staff scheduling algorithm based on simulated annealing, a well-known method from statistical thermodynamics. We define hard constraints, which are linked to legal and working regulations, and minimize the violations of soft constraints, which are related to the quality of work, psychic, and work-life balance of staff.Findings: On a sample of 60 physicians and nurses from gynecology department we generated monthly schedules and optimized their preferences in terms of soft constraints. Our results indicate that the final value of objective function optimized by proposed algorithm is more than 18-times better in violations of soft constraints than initially generated random schedule that satisfied hard constraints.Research Limitation/implication: Even though the global optimality of final outcome is not guaranteed, desirable solutionwas obtained in reasonable time. Originality/Value of paper: We show that designed algorithm is able to successfully generate schedules regarding hard and soft constraints. Moreover, presented method is significantly faster than standard schedule generation and is able to effectively reschedule due to the local neighborhood search characteristics of simulated annealing.

  13. Does Staff Diversity Imply Openness to Diversity?

    Science.gov (United States)

    Lauring, Jakob; Selmer, Jan

    2013-01-01

    Purpose: Post-secondary educational organizations are currently some of the most diverse settings to be found. However, few educational studies have dealt with staff diversity and hardly any has looked outside the USA. The purpose of this paper is to present a study of members of international university departments in Denmark. The authors set out…

  14. Staff Development in Problem-based Learning.

    Science.gov (United States)

    Murray, Ian; Savin-Baden, Maggi

    2000-01-01

    Argues that, for problem-based learning (PBL) to succeed, a sound program of staff development is required and describes the introduction of PBL into Nursing and Midwifery curricula at the University of Dundee (Scotland) including key components and evaluatory evidence to support its efficacy. (DB)

  15. Greeks in America; Staff Development Module.

    Science.gov (United States)

    Lereah, Lucy; And Others

    This module lists eight staff development objectives pertaining to various aspects of Greek-American culture. Topics dealt with include Greek emigration and immigration, Greek vocabulary, contributions made by prominent Greek-Americans, Greek family life and the changing role of family members, Greek values, and the growth of Atlanta's Greek…

  16. Between Education and Psychology: School Staff Perspectives

    Science.gov (United States)

    Corcoran, Tim; Finney, Dave

    2015-01-01

    When discussing contributions from psychology in/to educational practices like school-based mental health promotion, it is peculiar that psychologists (of an educational or clinical kind) or education-oriented sociologists, both not often based in schools or classrooms, dominate the topic. It has been acknowledged that school staff have been over…

  17. Visit of the US Congressional Staff delegation

    CERN Multimedia

    Patrice Loïez

    2001-01-01

    List of participants: Jon Kamarck, Chief Clerk, VA-HUD subcommittee, Senate Appropriations Committee; Cheh Kim, Professional Staff Member, VA-HUD subcommittee, Senate Appropriations Committee; David Schindel, Head, National Science Foundation, Europe Office; Terry Schaff, National Science Foundation, Office of Legislative & Public Affairs; Tim Clancy, National Science Foundation, Office of Legislative & Public Affairs; Ms Lynette Poulton, First Secretary, US Mission in Geneva

  18. Assessing and Reducing Exposures to Cardiology Staff

    International Nuclear Information System (INIS)

    Interventional radiology and interventional cardiology practices represent the highest radiological workload in hospitals and have the potential for high exposures to staff operating near patients. The IAEA has promoted the Information System on Occupational Exposure in Medicine, Industry and Research (ISEMIR) project where the working group on interventional cardiology assessed levels of exposure and methods applied for individual monitoring, and designed an international database of occupational exposures. Worldwide surveys of interventional cardiologists from 32 countries and 81 regulatory bodies from 55 countries provided information on dosimetry practice: only 57% of regulatory bodies define the number and/or position of dosimeters for staff monitoring and less than 40% could provide doses. The survey results proved poor compliance with staff monitoring recommendations in a large fraction of hospitals and the need for staff monitoring harmonization and monitoring technology advancements. Given the new occupational dose limit for the lens of the eye, the existence of high eye doses in interventional cardiology practice and the general lack of knowledge of actual eye doses in interventional cardiology (and other similar interventional practices), ISEMIR recommends improving training in occupational radiation protection and monitoring methods for assessing eye lens doses, and urging hospital management to utilize the international database under development for benchmarking occupational doses in interventional cardiology and, hence, improve optimization of protection. (author)

  19. Radiation Safety Awareness Among Medical Staff

    International Nuclear Information System (INIS)

    The common access to imaging methods based on ionizing radiation requires also radiation protection. The knowledge of ionizing radiation exposure risks among the medical staff is essential for planning diagnostic procedures and therapy. Evaluation of the knowledge of radiation safety during diagnostic procedures among the medical staff. The study consisted of a questionnaire survey. The questionnaire consisted of seven closed-ended questions concerning the knowledge of the effects of exposure to ionizing radiation as well as questions related to responder’s profession and work experience. The study group included a total of 150 individuals from four professional groups: nurses, doctors, medical technicians, support staff. The study was carried out in the three largest hospitals in Gdańsk between July and October 2013. The highest rates of correct answers to questions related to the issue of radiation protection were provided by the staff of radiology facilities and emergency departments with 1–5 years of professional experience. The most vulnerable group in terms of the knowledge of these issues consisted of individuals working at surgical wards with 11–15 years of professional experience. Education in the field of radiological protection should be a subject of periodic training of medical personnel regardless of position and length of service

  20. Does staff diversity imply openness to diversity?

    DEFF Research Database (Denmark)

    Lauring, Jakob; Selmer, Jan

    2013-01-01

    Purpose – Post-secondary educational organizations are currently some of the most diverse settings to be found. However, few educational studies have dealt with staff diversity and hardly any has looked outside the USA. The purpose of this paper is to present a study of members of international...

  1. The Hazardous Waters of Staff Selection.

    Science.gov (United States)

    Shoop, Robert J.; Dunklee, Dennis R.

    2001-01-01

    Understanding prospective employees' rights (under the 1964 Civil Rights Act and other federal legislation prohibiting discriminatory practices) can help principals protect themselves, their schools, and their districts from litigation. Scenarios are described, along with permissible staff-selection steps: position analysis, recruitment,…

  2. Selecting and Developing an A+ Staff

    Science.gov (United States)

    Smith, Vernon G.

    2008-01-01

    Because the demand for excellence in public education is ever present, this article explores the development of a professional enhancement program designed to select and develop a qualified, competent faculty and staff. The basis for the program is a strong educational philosophy, which leads to a vision of what schools can be. It stresses the…

  3. NRC staff site characterization analysis of the Department of Energy`s Site Characterization Plan, Yucca Mountain Site, Nevada

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1989-08-01

    This Site Characterization Analysis (SCA) documents the NRC staff`s concerns resulting from its review of the US Department of Energy`s (DOE`s) Site Characterization Plan (SCP) for the Yucca Mountain site in southern Nevada, which is the candidate site selected for characterization as the nation`s first geologic repository for high-level radioactive waste. DOE`s SCP explains how DOE plans to obtain the information necessary to determine the suitability of the Yucca Mountain site for a repository. NRC`s specific objections related to the SCP, and major comments and recommendations on the various parts of DOE`s program, are presented in SCA Section 2, Director`s Comments and Recommendations. Section 3 contains summaries of the NRC staff`s concerns for each specific program, and Section 4 contains NRC staff point papers which set forth in greater detail particular staff concerns regarding DOE`s program. Appendix A presents NRC staff evaluations of those NRC staff Consultation Draft SCP concerns that NRC considers resolved on the basis of the SCP. This SCA fulfills NRC`s responsibilities with respect to DOE`s SCP as specified by the Nuclear Waste Policy Act (NWPA) and 10 CFR 60.18. 192 refs., 2 tabs.

  4. A "Coach Approach" to Staff Engagement

    Directory of Open Access Journals (Sweden)

    Margaret Macmillan

    2011-11-01

    Full Text Available The speed of change is challenging libraries to redevelop themselves in ways we have never seen before. Rising costs and changing customer expectations are forcing staff to continuously learn new skills, adapt to new technologies and work more closely in collaboration with others in response to this unpredictable environment. At the same time library leaders need to communicate regularly with staff and to motivate them to dialogue with each other about the value of the library service that they provide to the community. A creative approach to building flexibility, resilience and staff engagement has become essential for survival. Coaching is a creative, innovative and effective communications tool that is now considered to be one of the most important ways to encourage employees to continue to learn and develop. Its greatest impact is in building leadership and staff engagement. Communicating with “a coach approach” or coaching mindset is a powerful way for library leaders to connect with others where the flow and exchange is positive and there is a mutual benefit of contribution and collaboration, expanded knowledge and innovation. The basics of fostering “a coach approach” with library staff requires an understanding of the importance of “reframing” one’s personal attitudes and perspectives, appreciating the art of focused listening and the impact of positive acknowledgement, learning to ask the right questions and formulating action plans for continued success. It is a learned skill that requires a commitment to practice but is one that will ultimately demonstrate positive results.

  5. Staff management, training and knowledge management

    International Nuclear Information System (INIS)

    Staff management/training and knowledge management are organisational issues that are particularly sensitive in long-term projects stretching over decades like the development and operation of a geological repository. The IAEA has already issued several publications that deal with this issue (IAEA, 2006, 2008). Organisational aspects were also discussed in the framework of a topical session organised by the Integration Group for the Safety Case (IGSC) at its annual meeting in 2009 and were regarded as a topic deserving future attention (NEA, 2009a). More recently, the Forum on Stakeholder Confidence (FSC) identified organisational, mission and behavioural features as attributes of confidence and trust (NEA, 2013). They also identified that aspects such as structural learning capacity, high levels of skill and competence in relevant areas, specific management plan, good operating records, transparency and consistency are associated with confidence building in a safety case. These aspects are considerably related to staff training/management and knowledge management. The IGSC has initiated a proposal of study dedicated to staff training/management and knowledge management with the objective to highlight how these recent concerns and the requirements issued by the IAEA are concretely implemented in the national programmes. The goal of this study is to acknowledge the differences of views and needs for staff management and knowledge management at different stages of individual programmes and between implementer and regulator. As a starting point to this study, the JAEA and ONDRAF/NIRAS prepared a draft questionnaire in order to succinctly capture processes and tools that the national organisations have implemented to meet the requirements and address the issues set out in the field of staff and knowledge management. For the purpose of this study, a questionnaire is now under development, which will be presented on the occasion of this symposium with guidance based on a

  6. BASIC ACTIVITIES OF THE HUMAN RESOURCE MANAGEMENT IN ENSURING STAFF FOR S.C. ROMLUX S.A.

    OpenAIRE

    SECARĂ CARMEN-GABRIELA

    2014-01-01

    Within the analysis conducted, the main activities in the field of human resource management has been assessed, such as: human resource planning; recruitment and selection of staff; assessment of individual professional performances; initial and continuing training; evaluation of human resources management costs; motivation. However, there have also been reviewed with a lower degree of detailing, other issues of interest, such as: human resources assessment; promotion of staff...

  7. Descriptions of verbal communication errors between staff. An analysis of 84 root cause analysis-reports from Danish hospitals

    DEFF Research Database (Denmark)

    Rabøl, Louise Isager; Østergaard, Doris; Jensen, Brian Bjørn;

    2011-01-01

    Introduction Poor teamwork and communication between healthcare staff are correlated to patient safety incidents. However, the organisational factors responsible for these issues are unexplored. Root cause analyses (RCA) use human factors thinking to analyse the systems behind severe patient safety...... incidents. The objective of this study is to review RCA reports (RCAR) for characteristics of verbal communication errors between hospital staff in an organisational perspective. Method Two independent raters analysed 84 RCARs, conducted in six Danish hospitals between 2004 and 2006, for descriptions...

  8. Assessing the use of hospital staff influenza-like absence (ILA) for enhancing hospital preparedness and national surveillance

    OpenAIRE

    Drumright, Lydia N; Frost, Simon DW; Elliot, Alex J.; Catchpole, Mike; Pebody, Richard G.; Atkins, Mark; Harrison, John; Parker, Penny; Holmes, Alison H.

    2015-01-01

    Background Early warning and robust estimation of influenza burden are critical to inform hospital preparedness and operational, treatment, and vaccination policies. Methods to enhance influenza-like illness (ILI) surveillance are regularly reviewed. We investigated the use of hospital staff ‘influenza-like absences’ (hospital staff-ILA), i.e. absence attributed to colds and influenza, to improve capture of influenza dynamics and provide resilience for hospitals. Methods Numbers and rates of ...

  9. Operating the plant, quality assurance, and the job of the operating staff, Volume Twelve

    International Nuclear Information System (INIS)

    Subject matter includes operating the plant (the role of the operator, the control room, plant technical specifications, plant operating procedures, initial startup program, BWR/PWR plant startup, BWR/PWR steady state power operation, BWR/PWR transient operation, emergency operation), quality assurance (what is quality, what is quality control, quality assurance includes quality control, government regulation and quality assurance, administrative controls for nuclear power plants, the necessity of reviews and audits, practical quality assurance), and the job of the operating staff (the plant operating staff, plant safety, first aid and resuscitation, general plant hazards, personnel protective equipment, handling chemicals, handling compressed gas, equipment repair and maintenance, communicating with others

  10. Guidance for nuclear medicine staff on radiopharmaceuticals drug interaction

    Directory of Open Access Journals (Sweden)

    Ralph Santos-Oliveira

    2009-12-01

    Full Text Available Numerous drug interactions related to radiopharmaceuticals take place every day in hospitals many of which are not reported or detected. Information concerning this kind of reaction is not abundant, and nuclear medicine staff are usually overwhelmed by this information. To better understand this type of reaction, and to help nuclear medicine staff deal with it, a review of the literature was conducted. The results show that almost all of radiopharmaceuticals marketed around the world present drug interactions with a large variety of compounds. This suggests that a logical framework to make decisions based on reviews incorporating adverse reactions must be created. The review also showed that researchers undertaking a review of literature, or even a systematic review that incorporates drug interactions, must understand the rationale for the suggested methods and be able to implement them in their review. Additionally, a global effort should be made to report as many cases of drug interaction with radiopharmaceuticals as possible. With this, a complete picture of drug interactions with radiopharmaceuticals can be drawn.Diversos casos de interações medicamentosas com radiofármacos ocorrem diariamente na rotina hospitalar, contudo muitos deles não são notificados ou mesmo percebidos. Informações a respeito desse tipo de reação não é abundante e os profissionais da medicina nuclear muitas vezes estão assoberbados por essas informações. De modo a entender esse tipo de reação e auxiliar a medicina nuclear a lidar com essa situação uma revisão da literatura foi realizada. Os resultados mostraram que a totalidade dos radiofármacos comercializados no mundo apresentam interação medicamentosa com uma enorme variedade de outros medicamentos. Dessa forma sugere-se que revisões sobre radiofármacos inclua um capítulo sobre efeitos adversos. Além disso, um esforço mundial para notificar efeitos adversos deve ser realizado, pois somente

  11. 78 FR 14305 - Draft Guidance for Industry and Food and Drug Administration Staff; Types of Communication During...

    Science.gov (United States)

    2013-03-05

    ... HUMAN SERVICES Food and Drug Administration Draft Guidance for Industry and Food and Drug Administration Staff; Types of Communication During the Review of Medical Device Submissions; Availability AGENCY: Food... announcing the availability of the draft guidance entitled ``Types of Communication During the Review...

  12. Whole-body counters in Canada

    International Nuclear Information System (INIS)

    A compilation of whole-body counting existing across Canada was prepared by AECB (Atomic Energy Control Board) staff. This work was initiated so that AECB staff and other concerned parties would have this information readily available, especially during urgent situations. This report is to be used for reference purposes only, as it makes no attempt to judge the present state of the art of whole-body counting

  13. Outbreak of Mysterious Illness Among Hospital Staff

    DEFF Research Database (Denmark)

    Jacobsen, Peter; Ebbehøj, Niels Erik

    2016-01-01

    the following 9 days, 14 possible poisoning victims were identified, 6 of whom were transferred for HBO. After hospital stays with repeated HBO treatment and examinations without identification of significant physical disease, the majority of the 10 HBO-treated victims remained symptomatic, some on prolonged......BACKGROUND: Hospitals are rarely reported as settings for mass psychogenic illness (MPI). The present report scrutinizes an outbreak of probable MPI among hospital staff, with medical intervention reinforcing the course of the illness. CASE REPORT: Four of seven staff members in an emergency...... influence from dramatic intervention was probably a strong driving force in the outbreak. WHY SHOULD AN EMERGENCY PHYSICIAN BE AWARE OF THIS?: Awareness of MPI may prevent unnecessary and potentially harmful treatment as well as improve health care resilience, particularly with respect to preparedness...

  14. Results of the staff survey: your priorities

    CERN Multimedia

    Staff Association

    2014-01-01

    This is the first in a series of articles which will give some details about the results of the Staff Association staff survey To know your priorities and the evolution of your concerns over the last decade we study how, in each of our latest three surveys, you chose from a list of 15 items the five most important and classified them by assigning them a priority, from the most important to the fifth most important. The list of fifteen items, and a short description, follows. Career evolution (classification, level of recruitment, advancement, promotion) Salary level Family policy (recognition of partners, allowances, school fees, kindergarten, nursery, crèche, parental leave) Health insurance Non-residence and international indemnity Annual salary adjustment (cost variation index) Contract policy (duration, recruitment, award of IC, conditions of the beginning and ending of the contract) Motivation at work (interest, team, supervision, mobility, reward scheme) Pensions (retirement, disability, o...

  15. Involving staff pharmacists in management decisions.

    Science.gov (United States)

    Robinson, L A; Vanderveen, T W

    1977-03-01

    Various administrative techniques used to bring staff pharmacists in a decentralized, satellite pharmacy system into the managerial decision-making process are discussed. These techniques include a staff pharmacist on-call procedure to discourage absenteeism, and the concept of a head pharmacist to serve as a link with departmental administration. The head pharmacist works in the satelite pharmacy, is responsible for its daily operation and is the spokesman for the satellite. Active roles for the head pharmacist in the selection and evaluation of technicians are outlines. Management skills are developed in head pharmacists through a program of special classes and discussion groups. It is concluded that this program has improved the credibility of administrative decisions and has tapped an underused source of ideas and talent.

  16. Mobbing behaviors encountered by nurse teaching staff.

    Science.gov (United States)

    Yildirim, Dilek; Yildirim, Aytolan; Timucin, Arzu

    2007-07-01

    The term 'mobbing' is defined as antagonistic behaviors with unethical communication directed systematically at one individual by one or more individuals in the workplace. This cross-sectional and descriptive study was conducted for the purpose of determining the mobbing behaviors encountered by nursing school teaching staff in Turkey, its effect on them, and their responses to them. A large percentage (91%) of the nursing school employees who participated in this study reported that they had encountered mobbing behaviors in the institution where they work and 17% that they had been directly exposed to mobbing in the workplace. The academic staff who had been exposed to mobbing behaviors experienced various physiological, emotional and social reactions. They frequently 'worked harder and [were] more organized and worked very carefully to avoid criticism' to escape from mobbing. In addition, 9% of the participants stated that they 'thought about suicide occasionally'. PMID:17562724

  17. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2004-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2004: • Preliminary note - Terminology realignment following the restructuring of the Organization (page - i -) • Annex R A 1 - Scale of basic salaries (page 73) • Annex R A 2 - Scale of stipends paid to fellows (page 74) • Annex R A 4 - Family allowance and child allowance (page 81) • Annex R A 8.01 - Reimbursement of education fees for the academic year 2003/2004, i.e. with effect from 1 September 2003 (page 81). Copies of this update, announced in Weekly Bulletin 3/2004, are available in the departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Department Tel. 74128

  18. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows : as from 1 July 2002 Article R IV 1.41 - Method of adjustment of the amount of subsistence indemnity (page 53) as from 1 January 2003 Annex R A 1 - Scale of basic salaries (page 73) Annex R A 2 - Scale of stipends paid to fellows (page 74) Annex R A 4 - Family allowance and child allowance (page 81) Annex R A 8.01 - Reimbursement of education fees for the academic year 2002/2003, i.e. with effect from 1 September 2002 (page 81). Copies of this update, announced in Weekly Bulletin 4/2003, are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at : http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Division Tel. 74128

  19. Amendments to the Staff Rules and Regulations

    CERN Document Server

    Human Resources Department

    2005-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2005 : Annex R A 1 - Scale of basic salaries (page 73) Annex R A 2 - Scale of stipends paid to fellows (page 74) Annex R A 4 - Family allowance and child allowance (page 81) Annex R A 8.01 - Reimbursement of education fees for the academic year 2004/2005, i.e. with effect from 1 September 2004 (page 81). Copies of this update, announced in Weekly Bulletin 4/2005, are available in the departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Department Tel. 74128

  20. AMENDMENTS TO THE STAFF RULES AND REGULATIONS

    CERN Document Server

    Human Resources Division

    2002-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2002: Annex R A 1 - Scale of basic salaries (page 73). Annex R A 2 - Scale of stipends paid to fellows (page 74). Annex R A 4 - Family allowance and child allowance (page 81). Annex R A 8.01 - Reimbursement of education fees for the academic year 2001/2002, i.e. with effect from 1 September 2001 (page 81). Copies of this update, announced in Weekly Bulletin 4/2002, are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web HERE Human Resources Division Tel. 74128

  1. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 July 2006: The modifications are listed below: Financial and social conditions for Paid Associates, Fellows and Students (introduction of a new payment scheme for the Paid Scientific Associates Programme - reorganization of the Fellowship Programme - modification of the Student subsistence rates) Protection of members of the personnel against the financial consequences of illness, accident and disability (clarification of the scope of the relevant provisions - new definition of disability and associated benefits - revised role of the Joint Advisory Rehabilitation and Disability Board - bringing together the relevant provisions). Copies of this update (modification# 16) are available in departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at the following address: http://cern.ch/hr-div/internal/admin_services/rules/default.asp Administrative Circular ...

  2. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1st January 1996 are modified as follows as of 1st July 2006: Financial and social conditions for Paid Associates, Fellows and Students (introduction of a new payment scheme for the Paid Scientific Associates Programme-reorganisation of the Fellowship Programme-modification of Student subsistence rates) Protection of members of the personnel against the financial consequences of illness, accident and disability (clarification of the scope of the relevant provisions-new definition of disability and associated benefits-revised role of the Joint Advisory Rehabilitation and Disability Board-bringing together of the relevant provisions). Copies of this update (modification No.16) are available from Departmental secretariats. In addition, the Staff Rules and Regulations can be consulted on the Web at the following address: http://cern.ch/hr-div/internal/admin_services/rules/default.asp Administrative Circular No. 14 (Rev. 2)-July 2006 Protection of members o...

  3. Contract policy for CERN staff members

    CERN Multimedia

    HR Department

    2009-01-01

    Public information meeting on Monday 28 September 2009 at 10.00 a.m. With effect from 1 August 2009, new provisions regarding staff employment contract policy have entered into force. These provisions are set out in: The Staff Rules and Regulations and Administrative Circular No. 2 (Rev. 4). Further details are available in: Frequently Asked Questions. The new provisions are outlined below: Limited-duration contracts From 1 August 2009, limited-duration contracts will be awarded for a maximum period of five years (instead of four years previously) and no extensions beyond five years will be granted. Contracts for periods shorter than five years can be exceptionally awarded, e.g. for a project whose mission or financial resources are time-limited. Indefinite contracts : award procedure A number of changes have been introduced regarding the procedure for the award of indefinite contracts. From now on, posts leading to the award of an indefinite contract will be opened at le...

  4. Production, staff, working time and financial planning

    OpenAIRE

    Orlando Boiteux; Albert Corominas; Amaia Lusa; Carme Martinez

    2009-01-01

    Aggregate planning can be a tool for coordinating the tactical decisions belonging to some functional areas of a company. This potential has been limited due to methodological and technical reasons, but nowadays it is possible to solve very sophisticated models integrating, with a high level of detail, a great number of decisions of several functional areas and that permit to include new management schemes. In this paper, a production, staff, working time and cash management model is introduced.

  5. Teaching Staff Advanced Training: European Experience

    Directory of Open Access Journals (Sweden)

    Kovalchuk Vasyl

    2015-08-01

    Full Text Available The issue of teaching staff advanced training is paid much attention in many countries. In the Republic of Moldova progressive professional credits system is used. Credits are scored not only in assigning teaching degrees or issuing a certificate of continuing professional education, but also for teachers’ evaluation at the educational institution. Advanced training of teaching staff in France is provided by various institutions of postgraduate education, university institutes and regional centers of education in order to help teachers to renew their professional knowledge and at the same time to refocus it on the level of consciousness according to the real problems of school and the community. The feature of teaching staff advanced training in France is that it is teachers’ personal matter and duration of all periods of training should come to one year during all professional career. In Finland, teaching staff advanced training is organized directly in schools under aegis of the National Board of Education, the National Centre for Advanced Training in Education, departments of teacher education and other faculties of higher educational institutions on credit system basis. Among the topical forms there are targeted, cascade, common (cooperative teaching and learning by own example. In the UK, advanced training takes place in two models: the course model based on higher educational establishments and school based in-service education. The main purpose of advanced training system is to familiarize teachers with theoretical and practical innovations in educational activities, progressive teaching technologies, and consolidate their skills of independent acquisition of knowledge necessary for their professional development.

  6. Analysis Of Staff And Customer Satisfaction

    OpenAIRE

    Evgeni Stanimirov; Borislava Cherkezova

    2012-01-01

    Intensive competition in the area of business services stimulates companies to try to manage the satisfaction and loyalty of their most important customers. Front office personnel of companies selling their products, through their attitudes and behaviour, affect the satisfaction and loyalty levels of customers. The ability of sales staff to assess comparatively accurately whether customers receive the desired and expected service level is important from the viewpoint of marketing. The precise...

  7. Republic of Congo; Staff-Monitored Program

    OpenAIRE

    International Monetary Fund

    2008-01-01

    Social and political stability has improved in Congo, but the security situation is fragile. Executive Directors welcomed the Staff-Monitored Program (SMP), which was designed to safeguard fiscal and external stability. They stressed the need for stabilizing the economy and pursuing structural reforms with a view for achieving sustainable growth, reducing poverty, diversifying the economy, and benefiting from enhanced HIPC Initiative debt relief. As a sign of their renewed commitment to reeng...

  8. Production, staff, working time and financial planning

    Directory of Open Access Journals (Sweden)

    Orlando Boiteux

    2009-07-01

    Full Text Available Aggregate planning can be a tool for coordinating the tactical decisions belonging to some functional areas of a company. This potential has been limited due to methodological and technical reasons, but nowadays it is possible to solve very sophisticated models integrating, with a high level of detail, a great number of decisions of several functional areas and that permit to include new management schemes. In this paper, a production, staff, working time and cash management model is introduced.

  9. COURSE LOAD OF TEACHING STAFF IN PUBLIC UNIVERSITIES IN TURKEY

    Directory of Open Access Journals (Sweden)

    Kenan Oğuzhan ORUÇ

    2010-12-01

    Full Text Available The period of globalization and transition to the information society that we live in causes an increment in the demands and expectations each passing day from the universities whose main duties are to make education-training, to do academic research and to serve the country and humanity. As a result of this increasing demands and expectations an important transformation period is being had in the higher education institutions in Turkey; number of universities, faculties, scools, institutes, departments and students/quotas are increasing every year. In this study; it is tried to be reviewed by calculating the time that the teaching staff, who work full time in the universities, need to spend for the education and training duty. In the study; the data of 53 universities were used that were set up before 2006 and the assessments were carried out based on their payments for additional course hours between 2006-2009.

  10. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from : 1 January 2005 Internal taxation of remuneration, payments and other financial benefits (New articles IV 2.01, R IV 2.01 to 2.04 pages 56 bis & 56 ter; Annex R A 1 bis page 73 bis) 1 September 2005 Reimbursement of education fees (Article R A 8.01 page 81) for the academic year 2005/2006 1 November 2005 Age limit (Article R II 6.04 page 37) 1 January 2006 Scale of basic salaries and scale of basic stipends (Annex R A 1 page 73 & Annex R A 2 page 74 respectively). Family Allowance and Child Allowance (Annex R A 4 page 76) New contract policy for staff members (Articles R II 1.19 & 1.20 page 15, R II 1.23 page 16, II 6.01 page 36, R II 6.02 & R II 6.06 page 37, VIII 1.03 page 68, R A 9.01 page 83). Copies of this update (modification # 15) are available in departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at the following addr...

  11. A new logo for the Staff Association

    CERN Multimedia

    Staff Association

    2013-01-01

    On 3rd December 2012 the Staff Association launched a competition open to all to design a new logo, which should not contain the official CERN logo, reserved by CERN’s new graphic charter to the official use by the Organization. We are pleased that this competition sparked a strong interest. A total of 57 proposals were received within the time limits, some submitted from far away: Poland, Czech Republic, Turkey and even Cameroon! The selection of the winning logo was made in two steps: first the pre-selection of six finalists, followed by the final choice of the winning logo by members of the Staff Association.  Winning logo The pre-selection was made in two stages. Three of the six finalists were nominated by a jury consisting of seven members of the Staff Association, including communication professionals. In parallel, from 4 to 15 February CERN employed members of the personnel were able to visit the exhibition of all the logo proposals on the 1st floor of the Main Building and ...

  12. Motivating Staff--A Problem for the School Administrator.

    Science.gov (United States)

    Batchler, Merv

    1981-01-01

    Examines the implications for educators of the "Motivation-Hygiene Theory" proposed by Frederick Herzberg. Suggests increasing staff opportunities for goal setting, decision making, and expanded professional competence as strategies for developing staff motivation. (Author/MLF)

  13. 77 FR 37665 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-06-22

    ... Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meeting related to the transmission planning activities of the North Carolina Transmission Planning...

  14. Essentials of Staff Development and Why You Should Care

    OpenAIRE

    Gesme, Dean H.; Towle, Elaine L.; Wiseman, Marian

    2010-01-01

    Physicians may reason that their energy, education, and training should be focused on patient care and research, whereas staff education should be the responsibility of practice managers. But physicians have an important role in staff development.

  15. Analysis of the CNSC Staffs Action Plan to Reflect Lessons Learned from Fukushima Accident

    International Nuclear Information System (INIS)

    On September 30, 2011, the Task Force completed its review and presented the public with the findings and recommendations in the CNSC Fukushima Task Force Report. The Task Force made 13 recommendations to further enhance the safety of nuclear power plants in Canada. After that, the CNSC established the CNSC Staffs Action Plan based on the Fukushima Task Force's recommendations. In Canada, 19 nuclear power reactor units are currently producing electric power, and all of them are pressurized heavy water-reactor (PHWR) types. Also, considering 2 power reactor units in Korea, Wolsung unit 1 and 2, are the same reactor type, the analysis of the CNSC Staffs Action Plan will be of benefit to determining recommendations of Korea to address lessons learned from the Fukushima Daiichi nuclear power plant. Therefore, the CNSC Staffs Action Plan was introduced and analyzed in this study. From the results of the above analysis, it is recognized that the strengthening of defense in depth, emergency preparedness and the regulatory oversight of nuclear power plants in Canada were emphasized and much similar to practices of other countries. Public consultation process establishing the CNSC Staffs action plan has been carried out several times, in order to ensure regulatory transparency, by the CNSC staffs, and this is comparable with other countries. It is expected that the detail analysis results of the above plan will be helpful to enhance the safety of domestic operating nuclear power plants

  16. Teacher´s Characterization from the Year Staff Meeting in Superior Education.

    Directory of Open Access Journals (Sweden)

    Servando Martínez Hernández

    2012-09-01

    Full Text Available The students´ integral formation is development by the year staff meeting and it is expressed in the year objectives and in the institutional demands, which is not always achieved at desired levels playing teachers and students the most important roll. This paper has as an objective the characterization of teachers who participate from the year staff meeting and their attitude toward university student integral formation. Present research implemented in its diagnoses stage, took place in Sancti Spiritus University in Informatics Career, specifically 4th year, and it was selected a group of 26 students for searching information. As empirical methods it was used a survey for students and teachers and the reviewing of documents that the year staff has, and the systematic observation to the meetings of this staff. The results showed teachers´ insufficiencies in obtaining the effective of students´ integral formation, confirmed by the disagreement in students, being unable to increase potentialities for the formation and the development of attitudes in teachers, oriented towards the students´ integral formation from the year staff meeting.

  17. Use of an accident and emergency department by hospital staff.

    OpenAIRE

    Mann, C J

    1996-01-01

    OBJECTIVE: To assess the number of attendances by hospital staff at an accident and emergency (A&E) department, and reasons for their attendance. METHODS: A&E attendances by hospital staff were studied for a 12 month period. Comparison was made with attendances by non-hospital staff in full or part time employment. Differences between the observed and expected numbers of attendances were analysed using chi 2 analysis. RESULTS: 560 staff attendances were recorded out of 78,103 total attendance...

  18. Occupational exposure of medical staff: An overview

    International Nuclear Information System (INIS)

    Occupational exposure is defined as the exposure of a worker that is received or committed during a period of work. For an overview of the different area's where workers can be occupationally exposed we can refer to the UNSCEAR reports. The physicians, technicians, nurses, and other medical staff constitute the largest group of workers occupationally exposed to man-made sources of radiation. In this UNSCEAR publication you can find the average occupational doses worldwide and trends during the last 20-30 years. Of course these statistics are difficult to obtain, and there are large differences between different countries. According to the UNSCEAR data, the average exposure of medical workers are now decreasing worldwide, but the number of workers exposed to medical sources of radiation is still increasing. We will give an overview of the occupational exposures in different areas of the medical field, and we will discuss some of the hot-topics and radiation protection problems. We will give some examples of recent staff dose measurements in the different medical fields Diagnostic radiology: Radiography is by far the most widely used X-ray imaging technique. During radiography with fixed installations, the radiographer would normally be expected to stand in a control booth that is typically shielded against X-ray tube leakage and scattered radiation from the room and patient. The occupational doses are mostly low. Fluoroscopic procedures are by far the largest source of occupational exposure in medicine. These procedures require the operator to be present in the examination room, usually close to the patient. In fact, the patient is the main source of exposure because of scattered radiation. Shielding for this scattered radiation is more difficult, but it is possible to reduce the staff doses by partial shielding and simple procedural steps. Fluoroscopy procedures can also be therapeutic. In such cases the procedures arc even longer and doses to staff arc generally

  19. Academic Staff Disposition to Promotion Criteria in Nigerian Universities

    Science.gov (United States)

    Archibong, Ijeoma A.; Effiom, David O.; Omoike, Don; Edet, Aniefiok O.

    2010-01-01

    This study aimed at determining academic staff satisfaction with promotion criteria and what, in their view, should be included in the promotion criteria. A researcher-designed questionnaire was utilized for data collection from a sample size of 349 academic staff. Findings show that the majority of the academic staff were dissatisfied with the…

  20. 32 CFR 700.720 - Administration and discipline: Staff embarked.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 5 2010-07-01 2010-07-01 false Administration and discipline: Staff embarked... Commanders In Chief and Other Commanders Administration and Discipline § 700.720 Administration and discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and...

  1. 32 CFR 1602.5 - Area office staff.

    Science.gov (United States)

    2010-07-01

    ....5 Area office staff. The compensated employees, civilian and military, of the Selective Service System employed in an area office will be referred to as the area office staff. ... 32 National Defense 6 2010-07-01 2010-07-01 false Area office staff. 1602.5 Section...

  2. 42 CFR 401.112 - Availability of administrative staff manuals.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 2 2010-10-01 2010-10-01 false Availability of administrative staff manuals. 401... § 401.112 Availability of administrative staff manuals. All CMS administrative staff manuals and... Rulings. These manuals are generally not printed in a sufficient quantity to permit sale or other...

  3. Staff Reactions to Challenging Behaviour: An Observation Study

    Science.gov (United States)

    Lambrechts, Greet; Van Den Noortgate, Wim; Eeman, Lieve; Maes, Bea

    2010-01-01

    Staff reactions play an important role in the development and maintaining of clients' challenging behaviour. Because there is a paucity of research on staff reactions in naturalistic settings, this study examined sequential associations between challenging behaviour and staff reactions by means of a descriptive analysis. We analysed video…

  4. Staff Scheduling within the Retail Business in Denmark

    DEFF Research Database (Denmark)

    Leedgaard, Jesper; Mortensen, Kim H.; Larsen, Allan;

    2002-01-01

    Staff Scheduling within the retail business deals with the assignment of employees such as shop assistants to work tasks so that the right number of employees are available at any given times and the total staff costs are minimized. In this paper the retail staff scheduling problem is formulated...

  5. Classification of Staff Development Programmes and Effects Perceived by Teachers

    Science.gov (United States)

    De Rijdt, Catherine; Dochy, Filip; Bamelis, Sofie; van der Vleuten, Cees

    2016-01-01

    Educational institutions offer diverse staff development programmes to allow staff members to keep up with educational innovations and to guarantee educational quality. The current study investigates by means of a survey and semi-structured interviews whether the teacher perceives staff development as a management model, a shop-floor model or a…

  6. Five-yearly Review: What now? Is this the end?

    CERN Multimedia

    Association du personnel

    2006-01-01

    The CERN Staff Association has made every effort over the past months to devise and propose numerous solutions in the framework of the current five-yearly review. The Staff Association has done this in close collaboration with the staff members, through several polls which have all resulted in a massive rejection of the Management's position.

  7. The Effectiveness of Staff Training Focused on Increasing Emotional Intelligence and Improving Interaction between Support Staff and Clients

    Science.gov (United States)

    Zijlmans, L. J. M.; Embregts, P. J. C. M.; Gerits, L.; Bosman, A. M. T.; Derksen, J. J. L.

    2015-01-01

    Background: Recent research addressed the relationship between staff behaviour and challenging behaviour of individuals with an intellectual disability (ID). Consequently, research on interventions aimed at staff is warranted. The present study focused on the effectiveness of a staff training aimed at emotional intelligence and interactions…

  8. The effectiveness of staff training focused on increasing emotional intelligence and improving interaction between support staff and clients

    NARCIS (Netherlands)

    Zijlmans, L.J.M.; Embregts, P.J.C.M.; Gerits, L.; Bosman, A.M.T.; Derksen, J.J.L.

    2015-01-01

    Background Recent research addressed the relationship between staff behaviour and challenging behaviour of individuals with an intellectual disability (ID). Consequently, research on interventions aimed at staff is warranted. The present study focused on the effectiveness of a staff training aimed a

  9. Geneva University honours two CERN staff members

    CERN Multimedia

    2001-01-01

    Albert Hofmann Steve Myers On 8 June, two CERN staff members will receive Geneva University's highest distinction. On the proposal of the University's particle physicists, Steve Myers and Albert Hoffmann, who orchestrated LEP commissioning and operation and were instrumental in its success, will awarded the distinction of doctor honoris causa. The ceremony, interspersed with musical interludes, will be followed by a formal reception and is open to all. The Uni Dufour car park will be free to members of the public attending the ceremony. 8 June 2001 at 10.00 a.m. Uni Dufour, Auditoire Piaget 24, rue Général Dufour, Geneva.

  10. Staff numbers: from words to action!

    CERN Multimedia

    Association du personnel

    2006-01-01

    2006 is a decisive year for the definition of needs for human resources and long-term budget for the Organization. The LHC is officially programmed for 31 August 2007; the Director-General has to draw up a â€ワLong-term Plan” (LTP) by the end of the year. This projected programme will specify the needs for staff fron now until 2010 and beyond, in particular in the framework of the completion and running of this unique machine.

  11. Workroles of staff nurses in psychiatric settings.

    Science.gov (United States)

    Morrison, E G; Shealy, A H; Kowalski, C; LaMont, J; Range, B A

    1996-01-01

    The purpose of this research was to operationalize Peplau's workroles of the psychiatric staff nurse. Thirty registered nurses audiotaped one-to-one interactions with 62 adult, child, and adolescent psychiatric patients. Content analysis was used to identify role behaviors and to identify roles that were different from those outlined by Peplau. The counselor role was the most frequently occurring primary workrole. Overlap was found between behaviors indicative of autocratic leader versus surrogate and those of resource person versus teacher. The findings supported Peplau's contention that the counselor role is central to the practice of psychiatric nursing.

  12. Nursing staff requirements for neonatal intensive care.

    OpenAIRE

    Williams, S.; Whelan, A; Weindling, A M; Cooke, R W

    1993-01-01

    A study to estimate the number of nursing staff required for neonatal nursing was undertaken. Certain nursing tasks, such as transporting any infant, caring for the dying infant, and looking after the very unstable infant required continuous attention by one nurse (5.5 whole time equivalent (wte) nurses for each cot). The stable ventilated infant required 10.5 nursing hours each day-that is, 2.4 wte/cot. Infants with intravenous infusions, but not ventilated, required only slightly less nursi...

  13. Securing staff salary adjustments and raises.

    Science.gov (United States)

    Dilts, Tom

    2002-01-01

    Salary issues have plagued laboratories for as long as there has been a labor shortage, and the situation grows more complicated. At the Virginia Commonwealth University Health System (VCUHS) in Richmond, Virginia, competition for laboratory staff now comes not only from area hospitals and health-care companies but also from non-health-care industries. Shorter shifts, less stress, and better hourly wages offered by fast food chains and retail stores lure away the young workers traditionally hired for entry-level laboratory positions. Clearly, a salary adjustment is necessary. PMID:12506845

  14. A crèche for CERN staff The Staff Association project

    CERN Multimedia

    Association du personnel

    2006-01-01

    For many years, the Staff Association has supported the demand for the creation of a crèche for the children of CERN staff. Several studies have been carried out without leading to a concrete plan. The fact that the CERN population is getting younger and the shortage of local facilities have led to a more urgent demand for this type of social service over the past few years. Furthermore, the Equal Opportunities Panel had already recommended that crèche places be made available.

  15. Amendments to the Staff Rules and Regulations

    CERN Document Server

    Human Resources Department

    2005-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 July 2005 : Article R II 4.07 of the Staff Regulations - Leave year (pages 25 & 26) The purpose of the amendment is to allow certain members of the personnel, on an exceptional basis in the context of LHC construction, to carry forward more than 30 days of annual leave into the following year. This possibility of additional carry-forward, which will be used sparingly, is governed by strict conditions : i.e. it must be with the consent of the member of the personnel concerned and subject to a specific, documented request by the hierarchy and a favourable medical opinion. In addition, the number of additional days of leave that can be carried forward must not exceed 10 per leave year, and all days of leave accumulated in this way must be used before 30 September 2009. Finally, this possibility will not be available to members of the personnel taking part in the Saved Leave Scheme (SLS) as at 3...

  16. Factors Effecting Job Satisfaction Among Academic Staff

    Directory of Open Access Journals (Sweden)

    Nezih Dağdeviren

    2011-03-01

    Full Text Available Objective: In this paper, we aimed to investigate the job satisfaction levels of all the academic staff in Trakya University, along with their socioeconomic features.Material and Methods: We used a questionnaire including the Minnesota Satisfaction Questionnaire Short Form. Frequency tables, cross tabulations, Pearson Chi-square, Exact Chi-square, Kruskal-Wallis, Dunn’s Multiple Comparison and Chi-squared Automatic Interaction Detector (CHAID tests were used for statistical analysis.Results: The mean age of 560 participants was 33.86±7.33 years, of whom 47% (n=263 were female and 53% (n=297 male. Of the participants, the mean levels were 63.06±10.96 for general, 44.79±7.49 for intrinsic, and 18.27±4.64 for extrinsic job satisfaction. 85.4% of the academic staff (n=478 had a moderate level of satisfaction, whereas 14.6% (n=82 had a higher level. There was a significant relationship between income and job satisfaction levels. With the CHAID analysis, it was determined that job satisfaction had a relationship with age, educational status, total years of service and years of service in the current department. Conclusion: Job satisfaction can reflect the general emotional status of employees. It has a greater importance for the jobs that can affect the extraoccupational lives directly and require constant devotion. Employers should take some measures to increase job satisfaction in order to improve efficiency.

  17. Interim staff position on environmental qualification of safety-related electrical equipment

    International Nuclear Information System (INIS)

    This report provides the NRC staff positions regarding selected areas of environmental qualification of safety-related electrical equipment in the resolution of Generic Technical Activity A-24, Qualification of Class 1E Safety-Related Equipment. The positions herein are applicable to plants that are or will be in the construction permit (CP) or operating license (OL) review process and that are required to satisfy the requirements set forth in either the 1971 or the 1974 version of IEEE Standard 323. These positions were developed prior to the Three Mile Island Unit 2 event. Any recommendations resulting from the staff's review of that event will be provided later. The seismic qualification requirements are addressed elsewhere and are not included in the scope of this document

  18. Case study: Grundtvig In-service Staff Training for Adult Education Staff

    DEFF Research Database (Denmark)

    Friche, Nanna; Rasmussen, Palle

    2010-01-01

    This case study investigates the implementation in Denmark of a specific action under the European Commission's Grundtvig programme, the scheme of individual grants to adult education staff for participating in in-service training courses abroad. The emphasis in the case study is on the individual...

  19. Elections for staff representatives – Join, commit and vote!

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Council is a statutory body representing collectively in the area of employment conditions all CERN staff members (MPE and MPA), as well as the pensioners, former Cernois. The Staff Council is the supreme representative body of the CERN staff and pensioners, which defines the main lines of the policy of the Staff Association. The Staff Council is composed of staff representatives (45 seats to represent staff members, and 5 for representing fellows and associate members), as well as delegates for pensioners (seven positions), designated by GAC-EPA. Every two years, the Council is renewed through elections. Concerning the 45 delegates representing staff members, all departments have a least two seats allocated, one in career paths AA to D and one in career paths E to H. This guarantees a fair distribution of seats among the various organizational units and career paths. The table below, shows the exact number of delegates per department and career paths. Staff members or fellows who want to participa...

  20. STAFF ACTIVE AND REFLECTIVE LEARNING (ARL TO ENHANCE STUDENT MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Tay Sing Leong

    2010-11-01

    Full Text Available The Staff Active Reflective Learning (ARL is a new scheme designed to enhance student management though regular get-togethers of a group of teaching staff. It provides a platform for staff to share issues related to teaching, and seek solutions. This addresses current and future challenges faced in classroom management. The implementation of the Staff ARL is one of the recent initiatives taken under a new approach to shared learning within the School of Electronic and Info-Comm Technology. It provides a platform for mentors to facilitate in developing fellow staff members through the provision of professional support, helping existing staff to learn and grow professionally. Insights into classroom management techniques are provided for new staff to apply while waiting to attend the formal Pedagogic Certification in Technical Education (a compulsory component for all staff. The Staff ARL fosters good working relationships, as staff can ‘chill out’ and be rewarded through the enrichment of knowledge, sharpening of capabilities, building of confidence, and growth of mutual support. The scheme received good feedback as it resulted in the creation of a range of purposeful learning tools and strategies for thedevelopment of problem solving skills, reflective thinking skills and awareness of upto-date classroom situations.

  1. Lesotho; Joint Staff Assessment of the Poverty Reduction Strategy Paper Status Report

    OpenAIRE

    International Monetary Fund

    2004-01-01

    This Joint Staff Assessment reviews the Poverty Reduction Strategy Paper (PRSP) Status Report for Lesotho. The report states that the authorities are in the final stages of completing the PRSP and expect to submit it to the Cabinet for approval by mid-October and to the Bank and the IMF by mid-November 2004. Consultations with community-based working and thematic groups were concluded by mid-2003. Subsequently, the authorities carried out detailed exercises regarding costing, development of p...

  2. ENTERPRISE’S INVESTMENT IN ITS STAFF – EFFICIENCY AND PROFITABILITY OF INTERNAL TRAINING

    OpenAIRE

    Ma³gorzata Madej; Magdalena Jakubowicz

    2014-01-01

    The paper is devoted to the problem of the learning organisations and durability of human capital projects funded by the European Union. It reviews the effects staff training brings to trained employees themselves, the organisation and the community and compares the theoretic concepts with results of the empirical study concerning a selected project at a private-owned higher-education institution. The study was based on self-assessment by the trained employees and verification of data at the ...

  3. Standard Review Plan for the review of a license application for a low-level radioactive waste disposal facility. Revision 3

    Energy Technology Data Exchange (ETDEWEB)

    1994-04-01

    The Standard Review Plan (SRP) (NUREG-1200) provides guidance to staff reviewers in the Office of Nuclear Material Safety and Safeguards who perform safety reviews of applications to construct and operate low-level radioactive waste disposal facilities. The SRP ensures the quality and uniformity of the staff reviews and presents a well-defined base from which to evaluate proposed changes in the scope and requirements of the staff reviews. The SRP makes information about the regulatory licensing process widely available and serves to improve the understanding of the staff`s review process by interested members of the public and the industry. Each individual SRP addresses the responsibilities of persons performing the review, the matters that are reviewed, the Commission`s regulations and acceptance criteria necessary for the review, how the review is accomplished, the conclusions that are appropriate, and the implementation requirements.

  4. Promotion and development of creativity among staff

    Directory of Open Access Journals (Sweden)

    M.O. Khizhnyak

    2013-03-01

    Full Text Available The aim of the article. The main purpose of this paper is to analyze the reasons for the lack of creative thinking among specialists, possible ways of its development, using one integrated methodology rather than many currently existing approaches.The results of the analysis. The authors investigated existing creativity development methods of staff and made an integrated plan, adapted to the specifics of Ukrainian enterprises. Three steps to stimulate creativity are proposed.First stage. Organization`s development evaluation. It is necessary for understanding what the workers do in the company, the opportunity to develop creativity, what leadership style is in this organization today. Thus, the characteristics of the company can determine which of the six types of companies through the spiral dynamics it belongs.Second stage. Appropriate atmosphere creating. When you know what is happening in the company, you can begin the change. It is known that you need a special atmosphere for ideas appearing. Creative director assumes the creation of such atmosphere and its support. There are six factors that contribute to the creative atmosphere in the company.Third stage. Work motivation. Creative relation to certain activities consists of three elements: competence, ability and flexibility to non-standard thinking. Manager can influence first two components, but this is the way of great investments and much time. Measures aimed at increasing internal motivation provide greater effect. For it manager has four levels: 1 tasks complexity;2 freedom degree; 3 group work; 4 level of incentives and the way of organizational support.In this study the authors found that for development and promotion of creative thinking among staff, a manager has to give them freedom to act, to stimulate their work by clarifying the ultimate goal and the importance of its implementation. He should encourage the formation of creative solutions. Creative manager should:create an

  5. Staff Training for Nanoindustry in Russia

    Directory of Open Access Journals (Sweden)

    Sidorov Sergey Grigoryevich

    2015-05-01

    Full Text Available The nanotechnology industry represents such a direction of the development of science, technologies and industries by means of which Russia will be able to achieve advanced positions in the world. For the last decade the necessary regulatory base for nanotech industry development was created in the country, beginning with the concept of nanotechnological works, and the strategy of nanotech industry development, and finishing by the program of nanotech industry development in Russia till 2015. The special place is allocated for education in the field of nanotechnologies and nanomaterials. The system of staff training for nanotech industry is developing very quickly. The departments of nanotechnologies are established almost in all leading higher education institutions of Russia, the institutes of scientific and educational centers as well as the centers of collective use are introduced in the country, the national nanotechnological network is functioning. RUSNANO State Corporation of Nanotechnologies makes significant contribution to the training of innovation staff. The corporation is planning to create at least 100 educational programs of staff training and retraining for the needs of nanotech industry. The fund of infrastructure and educational programs was established in RUSNANO which in 2012 launched the project on creation of training system in the field of nanotechnology in the e-Learning mode. In 2013 the fund created the autonomous non-profit organization “Electronic Education for Nanotech Industry” (“eNano” which became the leading developer of innovative branch educational resources and the operator on rendering educational services for nanotech industry. Since 2011 in RUSNANO there is a School League which set for itself the task to make the contribution to improvement of the situation in teaching naturalscience disciplines at schools. At the same time, according to the results of students enrolment in Russia in 2011-2014, the

  6. An investigation of staff attitudes towards challenging behaviour in intellectually disabled offenders: exploring the influence of staff characteristics and behavioural attributions

    OpenAIRE

    Rooney, Donna Louise

    2010-01-01

    Background: There is little research on staff attitudes towards Intellectually Disabled (ID) offenders, particularly their attitudes towards challenging behaviour. Past research from ID and offender populations indicate that staff characteristics such as age, gender, experience, training and qualification may influence the attributions staff make about challenging behaviour. Additionally both staff characteristics and attributions may influence staffs‟ emotional reactions. Method: 91 staff...

  7. Standard Review Plan for the review of a license application for a low-level radioactive waste disposal facility

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) (NUREG-1200) provides guidance to staff reviewers in the Office of Nuclear Material Safety and Safeguards who perform safety reviews of applications to construct and operate low-level radioactive waste disposal facilities. The SRP ensures the quality and uniformity of the staff reviews and presents a well-defined base from which to evaluate proposed changes in the scope and requirements of the staff reviews. The SRP makes information about the regulatory licensing process widely available and serves to improve the understanding of the staff's review process by interested members of the public and the industry. Each individual SRP addresses the responsibilities of persons performing the review, the matters that are reviewed, the Commission's regulations and acceptance criteria necessary for the review, how the review is accomplished, the conclusions that are appropriate, and the implementation requirements

  8. Standard review plan for the review of radiological contingency plans for fuel cycle and materials facilities

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) has been prepared for the guidance of staff reviewers in the Office of Nuclear Material Safety and Safeguards in performing reviews of Radiological Contingency Plans. The purpose of the SRP is to define acceptance criteria to assure that uniform and complete reviews are made by different reviewers

  9. An analysis of obituaries in staff magazines.

    Science.gov (United States)

    Heynderickx, Priscilla C; Dieltjens, Sylvain M

    2016-01-01

    In the literature, extensive attention is given to the content, structure, and style of obituaries in newspapers. Analyses of the demise of colleagues in internal business communications are however nonexistent. This article discusses a bottom-up analysis of 150 obituaries published in Flemish staff magazines--obituaries that mostly focus on the deceased's career and professional qualities. Following analysis, the data were divided in obituaries that are continuous texts and obituaries with a letter format. The differences between the two types lie at different levels: format, content, structure, and language use. Obituaries with a letter format are characterized and determined by three paradoxes: the sender-receiver paradox, life-death paradox, and happiness-sadness paradox.

  10. Patient and staff dose during hysterosalpinography

    International Nuclear Information System (INIS)

    Hysterosalpingography (HSG) is a useful and widely employed technique which uses X-ray fluoroscopy to investigate the female genital tract. Fluoroscopy is assessed by a gynaecologist, a physician who is not always trained to work with ionising radiation. Dose-area product measurements in a group of 34 patients allowed an estimation of the median effective dose (0,83 mSv) and the median dose to the ovaries (1,63 mGy) of the patient per procedure. The dose to the staff was estimated using thermoluminescent dosimetry. The following median entrance surface doses were estimated per procedure: 0,22 mGy to the lens of the eye, 0,15 mGy to the neck at thyroid level and 0,19 mGy to the back of the hand. The annual eye dose limit could be exceeded if the gynaecologist is a member of the public. (author)

  11. G. N. Rassam Joins AGU Staff

    Science.gov (United States)

    Ghassan N. Rassam joined the AGU staff today, assuming the dual roles of Division Director for Public Information and Marketing and of Special Assistant for Nonprint Publications. He comes to AGU from the American Geological Institute, where he has been chief editor and assistant director of the GeoRef Information System.As Director of Public Information and Marketing, Rassam will head one of AGU's five divisions. He will have under his purview the Public Information Department and the Promotion and Sales Department. The Public Information Department produces Eos and also has the responsibility for press relations, including the preparation of news releases and the operation of press rooms at meetings. These activities are critical to the implementation of AGU's public education and public affairs initiatives, as well as to the central role of AGU in promoting the unity of geophysics.

  12. Survey of how staff commute to work

    CERN Multimedia

    2014-01-01

    A survey was initiated by the Canton of Geneva (Direction Générale des Transports) and the Swiss Permanent Mission to the United Nations, and is aimed at better understanding how staff in International Organisations commute to/from work so as to better plan future works (road access, public transport, etc.). The ILO, WHO, UNAIDs, Global Fund, IFRC, CERN and UNOG are taking part in this important survey.   People living in Switzerland or France are invited to respond to this survey. The purpose of this survey is to better understand: - your commuting habits, - your willingness to explore alternative commuting options, - your expectations and needs. All data provided to this external company (www.mobilidee.ch) will be kept confidential and will only be used for this particular study. CERN has received all guarantees of confidentiality from this company. Many thanks for your collaboration! GS Department

  13. THE STAFF ASSOCIATION'S INTERNAL COMMISSIONS A source of innovative ideas

    CERN Multimedia

    STAFF ASSOCIATION

    2010-01-01

    In the heart of the Staff Association, internal commissions carry out preparatory work which is indispensable for productive discussions in Staff Council and Executive Committee meetings. These working groups, composed of staff delegates and interested staff members, are think tanks for all subjects in the area assigned to them. Five commissions are active in 2010 : The “In-Form-Action” Commission develops a communication strategy (Information), organizes staff mobilization and action (Action) and promotes delegate training (Formation [training]), in order to enhance, support and professionalize the activities of the Staff Association. The Commission for “Employment Conditions” deals with remuneration, the advancement system, working hours, recruitment, and retention, among other things. It gives its opinion on proposals by the Management or elaborates its own proposals. The Commission for “Health and Safety” examines all aspec...

  14. The palliative care needs of ethnic minority patients: staff perspectives.

    Science.gov (United States)

    Diver, Fiona; Molassiotis, Alexander; Weeks, Les

    2003-08-01

    The aim of this study was to assess palliative care staff's perceptions of multicultural care provision and explore the barriers and facilitators to culturally sensitive care. Qualitative semi-structured interviews with five palliative care staff were conducted. Staff showed awareness of inter-cultural diversity and the importance of individualized care. It also became apparent that staff did not possess ethnocentric attitudes. Facilitators of multicultural care that emerged from the data included training, learning from experience, the use of culturally specific literature and resources, and effective communication channels in the team. However, barriers were present, including limited interpreting services, and some staff and other patients' negative behaviours towards ethnic minority patients. The findings lead to recommendations for better resourcing and expansion of interpreting services, and for more training, based on staff's desire for limited culturally specific knowledge in sensitive combination with an individualized care philosophy. PMID:12968120

  15. Education in geriatric medicine for community hospital staff.

    LENUS (Irish Health Repository)

    O'Hanlon, Shane

    2010-12-01

    Community hospitals provide many services for older people. They are mainly managed by nursing staff, with some specialist input. Little is known about education provided in these facilities. Most education in geriatric medicine is provided in hospitals, despite most elderly care being provided in the community. The authors surveyed senior nursing staff in Irish community hospitals to examine this area in more detail. Staff in all 18hospitals in the Health Service Executive (South) area were invited to participate. The response rate was 100%. Sixteen of the 18 respondents (89%) felt staff did not have enough education in geriatric medicine. Just over half of hospitals had regular staff education sessions in the area, with a minority of sessions led by a geriatrician, and none by GPs. Geriatrician visits were valued, but were requested only every 1-3 months. Staff identified challenging behaviour and dementia care as the areas that posed most difficulty.

  16. Standard Review Plan for a petition for rulemaking on radioactive waste streams below regulatory concern: Expedited review in accordance with Appendix B to 10 CFR, Part 2

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) provides guidance to staff reviewers acting on rulemaking petitions in an expeditious manner to exempt from regulation radioactive waste determined to be Below Regulatory Concern (BRC), as called for in the Low-Level Radioactive Waste Policy Amendments Act of 1985. The review plan is designed to ensure the quality and uniformity of staff reviews and to present a well-defined basis for the staff's evaluation of BRC petitions. The plan serves to improve the understanding of the staff's review by interested members of the public and the industry. It also provides information about the BRC rulemaking process to a wider audience. 6 refs., 7 figs

  17. Perinatal staff perceptions of safety and quality in their service

    OpenAIRE

    Sinni, Suzanne V; Wallace, Euan M; Cross, Wendy M

    2014-01-01

    Background Ensuring safe and appropriate service delivery is central to a high quality maternity service. With this in mind, over recent years much attention has been given to the development of evidence-based clinical guidelines, staff education and risk reporting systems. Less attention has been given to assessing staff perceptions of a service’s safety and quality and what factors may influence that. In this study we set out to assess staff perceptions of safety and quality of a maternity ...

  18. Levels of Job Satisfaction amongst Malaysian Academic Staff

    OpenAIRE

    Fauziah Noordin; Kamaruzaman Jusoff

    2009-01-01

    A study of job satisfaction of academic staff of a public university in Malaysia used the 7-item general satisfaction scale in a survey to determine the level of job satisfaction of the academic staff. The results indicated that overall the academic staff of the university has a moderate level of job satisfaction. In addition, current status, marital status, age and salary appear to have significant impact on the respondents’ level of job satisfaction. Implications on the study’s findings to ...

  19. The relationship between managerial leadership behaviors and staff nurse retention.

    Science.gov (United States)

    Kleinman, Carol

    2004-01-01

    The purposes of this study were to describe perceptions of managerial leadership behaviors associated with staff nurse turnover and to compare nurse manager leadership behaviors as perceived by managers and their staff nurses. Effective leadership styles among nurse managers have been associated with staff nurse job satisfaction and retention. Although both transformational and transactional leadership styles have been described as effective, it is unclear which nurse manager leadership behaviors contribute most to staff nurse retention. This descriptive, correlational study was conducted at a 465-bed community hospital in the northeastern United States. All staff nurses and nurse managers employed in both ambulatory and acute care nursing units were invited to participate in the study. The study sample comprised 79 staff nurses and 10 nurse managers, who completed demographic forms and the 45-item Multifactor Leadership Questionnaire, which measures 12 dimensions of leadership style. Data were collected from July through September 2003. Active management by exception as perceived by staff nurses was the only managerial leadership style associated with staff nurse turnover (r = .26, p = .03). Compared with the perceptions among their staff nurses, nurse managers consistently perceived that they demonstrated a higher mean frequency of transformational leadership behaviors. The transactional leadership style of active management by exception not only appeared to be a deterrent to staff nurse retention but also reflected leadership perceptions among staff nurses who work evening and night shifts. This study also provides further evidence regarding a trend in which nurse managers and staff nurses do not concur on the frequency of transformational leadership behaviors but do demonstrate agreement on the frequency of transactional leadership behaviors. PMID:15898399

  20. Early Contributions of “Staff Papers” to International Economics

    OpenAIRE

    Mario I. Blejer; Mohsin S. Khan; Masson, Paul R.

    1995-01-01

    Staff Papers has, since its inception in 1950, been an important vehicle for the dissemination of research done by staff of the IMF. The paper discusses three areas in which articles published in Staff Papers up until the 1970s made major contributions to the literature in international economics. The areas covered are: first, the absorption approach and the monetary theory of the balance of payments; second, the Mundell-Fleming model; and third, foreign trade modeling. The nature of the cont...

  1. Radiation Protection of Patients and Staff in Interventional Procedures

    International Nuclear Information System (INIS)

    While radiation risks in most diagnostic radiological procedures (primarily risk of cancer) are uncertain and speculative, the radiation effects in interventional procedures have been documented both in patients and in staff. Every action to protect patients will result in a proportionate effect on staff protection, but the reverse is not true. When protection methods and tools are employed, the safety of patients and staff can be achieved. (author)

  2. Staff development planning in an academic health sciences library*

    OpenAIRE

    Hartman, Linda M.; Abromitis, Rebecca A.; Kuller, Alice B.; Epstein, Barbara A.

    2005-01-01

    Objective: A staff development committee (SDC) was convened to implement staff development opportunities for an academic health sciences library system comprised of three separate facilities. The charge for the SDC was to: (1) develop programs to enhance workplace skills and personal growth, (2) communicate the availability of existing programs at the university and medical center, and (3) encourage the staff to participate in these opportunities.

  3. TEACHING STAFF' ATTITUDE TOWARD ICT: IS GENDER A FACTOR?

    OpenAIRE

    ELSAADANI, Mohamed

    2012-01-01

    Current research seeks to understand weather gender is a factor that should be considered when considering teaching staff' attitude toward Information and Communication Technology (ICT). Survey methodology is facilitated through the use of the questionnaires. The survey domain is a random sampling of teaching staff in Egyptian higher education institutions (HEI). The population for this study was 500 full-time Faculty staff, only 412 returned and complete questionnaires are considered as the ...

  4. Experiences of nursing staff on psychiatric care of depressed patients

    OpenAIRE

    Suutarinen, Kreetta-Maija

    2012-01-01

    The thesis researched the views and experiences of nursing staff of psychiatric special care ward on psychiatric care of depressed patients. Because caring is patient/client oriented profession, it is essential to include patients and nursing staff in the development work. This assumption was basis for the thesis. The thesis aimed to add knowledge on the views of the nursing staff and to show how this knowledge can be used in development of psychiatric care. The thesis also pursue...

  5. NRC staff site characterization analysis of the Department of Energy's Site Characterization Plan, Yucca Mountain Site, Nevada

    International Nuclear Information System (INIS)

    This Site Characterization Analysis (SCA) documents the NRC staff's concerns resulting from its review of the US Department of Energy's (DOE's) Site Characterization Plan (SCP) for the Yucca Mountain site in southern Nevada, which is the candidate site selected for characterization as the nation's first geologic repository for high-level radioactive waste. DOE's SCP explains how DOE plans to obtain the information necessary to determine the suitability of the Yucca Mountain site for a repository. NRC's specific objections related to the SCP, and major comments and recommendations on the various parts of DOE's program, are presented in SCA Section 2, Director's Comments and Recommendations. Section 3 contains summaries of the NRC staff's concerns for each specific program, and Section 4 contains NRC staff point papers which set forth in greater detail particular staff concerns regarding DOE's program. Appendix A presents NRC staff evaluations of those NRC staff Consultation Draft SCP concerns that NRC considers resolved on the basis of the SCP. This SCA fulfills NRC's responsibilities with respect to DOE's SCP as specified by the Nuclear Waste Policy Act (NWPA) and 10 CFR 60.18. 192 refs., 2 tabs

  6. Staff planning for operating rooms with different surgical services lines.

    Science.gov (United States)

    Villarreal, Monica C; Keskinocak, Pinar

    2016-06-01

    We present a two-phase model for a staff planning problem in a surgical department. We consider the setting where staff, in particular nurse circulators and surgical scrub technicians, are assigned to one of different service lines, and while they can be 'pooled' and temporally assigned to other service line if needed, these re-assignments should belimited. In Phase I, we decide on the number of staff hours to budget for each service line, considering policies limiting staff pooling and overtime, and different demand scenarios. In Phase II, we determine how these budgeted staff hours should be allocated across potential work days and shifts, given estimated staff requirements and shift-related scheduling restrictions. We propose a heuristic to speed the model's Phase II solution time. We implement the model using a hospital's surgical data and compare the model's results with the hospital's current practices. Using a simulation model for the surgical operations, we find that our two-phase model reduces the delays caused by staff unavailability as well as staff pooling, without increasing the workforce size. Finally, we briefly describe a decision-support tool we developed with the objective of fine-tuning staff planning decisions. PMID:25366968

  7. Integrating New Technical Staff: Implications for Acquiring New Technology

    OpenAIRE

    Lee, Denis M. S.; Allen, Thomas J. (Thomas John), 1931-

    1982-01-01

    Hiring new staff in R&D provides an important opportunity for a firm to acquire new technological knowledge. It also takes a considerable length of time before new R&D staff become fully integrated into the organization. This study compares the communication patterns of new and veteran R&D staff as a function of their work activities. The results suggest that both the benefits and problems in the hiring and integration of new R&D staff is moderated by the type of research, development or tech...

  8. 75 FR 42087 - Science Advisory Board Staff Office; Request for Nominations of Experts for the SAB Hydraulic...

    Science.gov (United States)

    2010-07-20

    ..., 2010 (75 FR 13125)]. On June 24, 2010 the SAB provided the EPA Administrator with an advisory report... AGENCY Science Advisory Board Staff Office; Request for Nominations of Experts for the SAB Hydraulic... an SAB Ad Hoc Panel to review EPA's draft Hydraulic Fracturing Study Plan to investigate...

  9. 2014 Annual Report of Chapter VI of the Staff Rules and Regulations (Settlement of disputes and discipline) - HR Department

    CERN Document Server

    Barbin, Lucie; CERN. Geneva. HR Department

    2015-01-01

    The 2014 Annual Report under Chapter VI ("Settlement of Disputes and Discipline") of the Staff Rules and Regulations (SRR) serves to report cases of submission of requests for review, internal appeals, complaints with the ILOAT, and cases in which disciplinary action was taken.

  10. A Specialist Union and a Specialist Tribunal: The Victorian Colleges Staff Association and the Post-Secondary Education Remuneration Tribunal.

    Science.gov (United States)

    Rodan, Paul

    1991-01-01

    The relationship between the Australian province of Victoria's nonacademic college staff union and the more specialized postsecondary education remuneration committee is examined and the history of both organizations reviewed. The current and potential influences of the two groups in Victorian higher education are discussed. (MSE)

  11. 7 CFR 3405.14 - Proposal review.

    Science.gov (United States)

    2010-01-01

    ... Evaluation § 3405.14 Proposal review. The proposal evaluation process includes both internal staff review and merit evaluation by peer review panels comprised of scientists, educators, business representatives, and Government officials. Peer review panels will be selected and structured to provide optimum expertise...

  12. Evaluation of the Service Review Model with Performance Scorecards

    Science.gov (United States)

    Szabo, Thomas G.; Williams, W. Larry; Rafacz, Sharlet D.; Newsome, William; Lydon, Christina A.

    2012-01-01

    The current study combined a management technique termed "Service Review" with performance scorecards to enhance staff and consumer behavior in a human service setting consisting of 11 supervisors and 56 front-line staff working with 9 adult consumers with challenging behaviors. Results of our intervention showed that service review and scorecards…

  13. Staff Association declaration at TREF meeting on 5th October 2010

    CERN Multimedia

    Staff Association

    2010-01-01

    After discussion of the Management’s proposals in the framework of the internal concertation procedure (SCC), the Staff Association supports the CHIS component but is in disagreement with certain points relating to the Salary component. Therefore, we asked for arbitration by the Director General. First, the staff is extremely disappointed by these proposals, in particular in view of the size of the gap observed with respect to the percentages given by the salary comparisons carried out in the framework of the five-yearly review. Moreover, the LHC is currently working extremely well and the results obtained go far beyond what could have been reasonably expected. However, due to the necessary increase in the contribution rates for health insurance and pensions, the majority of staff will suffer a cut in their net salary of up to 2% at the beginning of 2011. Of course, you may reply that pensions are being brought into the discussions, whereas they do not formally belong to the five-yearly review ...

  14. Salary adjustments and changes to the Staff Rules & Regulations

    CERN Multimedia

    HR Department

    2007-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2006, salaries are adjusted with effect from 1 January 2007. Council has also approved the conclusions of the 2005 Five-Yearly Review and a new (11th) of the Staff Rules and Regulations edition comes into force on 1 January 2007. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively in the 11th edition, R A 1 and R A 2 in the 10th edition): increased by 1.6% with effect from 1 January 2007. Elements increased by 1.4%, following the movement of the Geneva consumer price index: a) Family Allowance and Child Allowance (Annex R A 3 in the 11th edition), with effect from 1 January 2007; b) Reimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01 in the 11th edition, R A 8.01 in the 10th edition) for the academic year 2006/2007 i.e. with effect from 1 September 2006. Related adjustments will be implemented, wherever applicable, to Paid Associates and Stud...

  15. Long-Range Planning in Public Libraries; Staff Perspectives.

    Science.gov (United States)

    Sutton, Brett

    1993-01-01

    Investigates the effects of participatory management techniques advocated by the Public Library Association through a study of long-range planning at four public libraries that focused on staff members' views of the planning process, types and levels of staff participation, and attitudes about the effectiveness and consequences of the planning…

  16. Attitudes of Spanish University Teaching Staff to Quality in Education

    Science.gov (United States)

    Barandiaran-Galdos, Marta; Barrenetxea-Ayesta, Miren; Cardona-Rodriguez, Antonio; Mijangos-Del-Campo, Juan Jose; Olaskoaga-Larrauri, Jon

    2012-01-01

    This article sets out to investigate the notions Spanish university teaching staff have of quality in education, on the assumption that those notions give a reliable picture of the attitudes of teaching staff towards education policy design and university management. The paper takes an empirical approach, collecting opinions telematically via a…

  17. Hygiene Knowledge of Food Staff in Catering Industry

    Directory of Open Access Journals (Sweden)

    Hülya Yardımcı

    2015-04-01

    Full Text Available This study, designed as a cross-sectional study, was carried out to determine the hygiene knowledge of the staff (N = 317 employed in kitchen and service departments of catering firms in Ankara. It was found that the mean scores of the staff with regard to personal hygiene, food hygiene, and kitchen and equipment hygiene were 10.7 ± 1.6, 19.8 ± 4.0, and 13.6 ± 2.0, respectively. Male staff achieved higher mean scores in personal hygiene knowledge test compared with female staff (p < .01. The staff receiving a hygiene training were determined to have higher mean scores in terms of hygiene knowledge tests compared with those who have not received, and the production staff had higher knowledge as to hygiene than the other groups (p < .01. The mean scores for hygiene knowledge tests were found to be increasing with age. Hygiene knowledge scores of the staff were quite lower than what must be taken. For that reason, periodical training programs should be organized to increase the awareness of the staff about hygiene.

  18. Identification of Domains for Malaysian University Staff Happiness Index Development

    Science.gov (United States)

    Yassin, Sulaiman Md.

    2014-01-01

    Without any doubt happiness among staff in any organization is pertinent to ensure continued growth and development. However, not many studies were carried out to determine the domains that will be able to measure the level of happiness among staff in universities. Thus, the aim of this study is to elicit the domains that explain the overall…

  19. Experiences of Australian School Staff in Addressing Student Cannabis Use

    Science.gov (United States)

    Gates, Peter J.; Norberg, Melissa M.; Dillon, Paul; Manocha, Ramesh

    2013-01-01

    Cannabis is the most frequently used illicit drug by Australian secondary school students yet there is scant research investigating school staff responses to student cannabis use. As such, this study surveyed 1,692 school staff who attended "Generation Next" seminars throughout Australia. The self-complete survey identified that the…

  20. Staff stress and job satisfaction at a children's hospice.

    Science.gov (United States)

    Woolley, H; Stein, A; Forrest, G C; Baum, J D

    1989-01-01

    A study of staff stress and job satisfaction was undertaken in a children's hospice. In addition factors were investigated which might be stressful or which helped staff to manage in difficult circumstances. Three quarters were under comparatively little stress and in general showed very few psychological symptoms but a distinct subgroup were under a great deal of stress. A number of factors, notably recent personal bereavement and unresolved grief about a death that had occurred before they came to work at the hospice, distinguished this small group. Job satisfaction was generally high. The main sources of stress were: the sense of impotence staff felt when they were unable to relieve perceived needs or distress; dealing with negative responses in families, and conflicts within the staff group. The most important mitigating factors were: the informal support that staff provided for each other in this small cohesive working unit, the homelike atmosphere of the hospice, and the diversity of professional and personal skills among the staff group. The implications of these findings for reducing stress among staff dealing with dying people are discussed; this includes not only staff on paediatric wards, intensive care and neonatal units, but also community paediatric nurses.

  1. 20 CFR 1001.141 - Functions of DVOP staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Functions of DVOP staff. 1001.141 Section 1001.141 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING... Veterans Outreach Program (DVOP) § 1001.141 Functions of DVOP staff. Each DVOP specialist shall carry...

  2. 20 CFR 1001.142 - Stationing of DVOP staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Stationing of DVOP staff. 1001.142 Section 1001.142 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING... Veterans Outreach Program (DVOP) § 1001.142 Stationing of DVOP staff. DVOP specialists shall be...

  3. PLANNING METHODOLOGY SALES STAFF IN RETAIL TRADE ORGANIZATIONS

    OpenAIRE

    Gayduk V. I.; Takaho E. E.

    2014-01-01

    The article describes a method of optimizing the number of members of the sales staff in retail organizations, which enables a quantitative and qualitative analysis of the manpower of the enterprise, evaluate the effectiveness of the use of the sales staff and offer based on it the optimal number of employees in each structural unit

  4. Retention of Staff in the Early Childhood Education Workforce

    Science.gov (United States)

    Holochwost, Steven J.; DeMott, Kerri; Buell, Martha; Yannetta, Kelly; Amsden, Deborah

    2009-01-01

    What incentives can the administrators of early childhood education facilities offer their staff in order to retain them? In light of research identifying low staff turnover as a key component of high quality early childhood education, the answer to this question has ramifications beyond human-resources management. This paper presents the results…

  5. Didactic Competencies among Teaching Staff of Universities in Kenya

    Science.gov (United States)

    Karimi, Florah Katanu

    2014-01-01

    The aim of this study was to establish the levels and types of didactic competencies that exist among teaching staff in universities in Kenya, giving recognition to curriculum development, pedagogical attributes and quality assurance competencies. The study was carried out in two phases among two samples of the teaching staff population. The first…

  6. Quality Assurance of Assessment and Moderation Discourses Involving Sessional Staff

    Science.gov (United States)

    Grainger, Peter; Adie, Lenore; Weir, Katie

    2016-01-01

    Quality assurance is a major agenda in tertiary education. The casualisation of academic work, especially in teaching, is also a quality assurance issue. Casual or sessional staff members teach and assess more than 50% of all university courses in Australia, and yet the research in relation to the role sessional staff play in quality assurance of…

  7. Workplace Information Literacy for Administrative Staff in Higher Education

    Science.gov (United States)

    Hepworth, Mark; Smith, Marian

    2008-01-01

    A joint project carried out by Leeds University and Loughborough University, funded by JISC, studied the information literacy of non academic staff in higher education. The in-depth, qualitative study deployed an information audit, interviews and focus groups with eleven staff in the Finance and Research Departments at Loughborough University. The…

  8. Valuing Professional, Managerial and Administrative Staff in HE

    Science.gov (United States)

    Duncan, David

    2014-01-01

    The article explores the role of the Registrar (Chief Operating Officer) in a university, and the ways in which we value the contributions of professional, managerial and administrative (PMA) staff. It assesses the conditions in which PMA staff work and describes the professional development opportunities they enjoy. The article goes on to analyse…

  9. PLANNING METHODOLOGY SALES STAFF IN RETAIL TRADE ORGANIZATIONS

    Directory of Open Access Journals (Sweden)

    Gayduk V. I.

    2014-09-01

    Full Text Available The article describes a method of optimizing the number of members of the sales staff in retail organizations, which enables a quantitative and qualitative analysis of the manpower of the enterprise, evaluate the effectiveness of the use of the sales staff and offer based on it the optimal number of employees in each structural unit

  10. Personal Sustainability: Listening to Extension Staff and Observing Organizational Culture

    Science.gov (United States)

    Forstadt, Leslie; Fortune, Aileen

    2016-01-01

    Extension staff are increasingly challenged to do excellent work and balance their lives. University of Maine Cooperative Extension committed to a 2-year participatory action research project to support staff and to an organizational climate that encourages personal sustainability. With tools from ethnography and appreciative inquiry, staff…

  11. Staff and Student Perceptions of Plagiarism and Cheating

    Science.gov (United States)

    Wilkinson, Jenny

    2009-01-01

    Cheating, plagiarism, and other forms of academic misconduct are a significant issue in higher education. In this study, the attitudes of academic staff and students in a 3 year undergraduate nursing program to various forms of academic misconduct were assessed and compared. Forty-nine percent of staff and 39% of students thought that cheating on…

  12. Faculty and Staff: The Weather Radar of Campus Climate.

    Science.gov (United States)

    Somers, Patricia; Cofer, James; Austin, Jan L.; Inman, Dean; Martin, Tim; Rook, Steve; Stokes, Tim; Wilkinson, Leah

    1998-01-01

    The campus climate for faculty and staff is one of change and uncertainty. College faculty are varied and bring to their work diverse perspectives. They are challenged to redefine their work, assimilate interdisciplinary and active learning techniques into their repertoires, and deal with a new population of students. Nonteaching staff may find…

  13. 18 CFR 701.76 - The Water Resources Council Staff.

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false The Water Resources Council Staff. 701.76 Section 701.76 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION Headquarters Organization § 701.76 The Water Resources Council Staff. The...

  14. A Measure of Staff Burnout among Health Professionals.

    Science.gov (United States)

    Jones, John W.

    Staff burnout among health professionals refers to a syndrome of physical and emotional exhaustion involving the development of negative job attitudes, a poor professional self-concept, and a loss of empathic concern for clients. The Staff Burnout Scale for Health Professionals (SBS-HP) is a 20-item inventory assessing cognitive, affective,…

  15. Ombuds' Corner: Users and Staff Members

    CERN Multimedia

    Vincent Vuillemin

    2010-01-01

    In this series, the Bulletin aims to explain the role of the Ombuds at CERN by presenting practical examples of misunderstandings that could have been resolved by the Ombuds if he had been contacted earlier. Please note that, in all the situations we present, the names are fictitious and used only to improve clarity. 
     Pam* and Jeff* are both physicists working on the same project for an experiment. Pam is from a collaborating institute and Jeff is a CERN staff member. As the project is being developed at CERN they both share the same technical support available in the Laboratory. At the beginning they organised themselves so they could get the support that both of them needed. When some milestones concerning the delivery of parts became urgent, they started to actually compete for the same resources, which could not possibly satisfy all requests at the same time. With the time pressure increasing, Jeff started to accuse Pam of diverting the resources for her own share of the proj...

  16. HOSPITAL INFECTION: VISION OF PROFESSIONAL NURSING STAFF

    Directory of Open Access Journals (Sweden)

    Tarciane da Silva Monteiro

    2015-08-01

    Full Text Available Background and Objective: The hospital-acquired infection (HAI is defined as a serious public health problem, resulting in increased morbidity and mortality. The role of nursing staff on this issue is essential in ensuring solving and quality care, minimizing damages that may arise as a result of the care offered to patients. From this discussion, this study aimed to understand the vision of the nursing team professionals about HAI. Method: This is a qualitative, descriptive study. The data collection was performed using a semi-structured interview. We used the Bardin Content Analysis. Results: The categories that emerged were: Definition of HAI; Implemented prevention measures; Difficulties in controlling the HAI, and coping strategies. The study found a clear understanding of what is a HAI for nurses, however, for practical nurses that understanding appeared wrongly. Hand washing and the use of PPE were the main measures mentioned in prevention. The low uptake of the above measures and the problems of working in teams were listed challenges. Conclusion: Therefore, lifelong learning is an important instrument to promote changes in practice. It is essential that HIC act with professionals raising their awareness about the importance of play in the prevention and control of potential complications, ensuring the safety and quality of care directed to the patient. KEYWORDS: Cross Infection. Nursing. Qualitative research.

  17. Republished error management: Descriptions of verbal communication errors between staff. An analysis of 84 root cause analysis-reports from Danish hospitals

    DEFF Research Database (Denmark)

    Rabøl, Louise Isager; Andersen, Mette Lehmann; Østergaard, Doris;

    2011-01-01

    Introduction Poor teamwork and communication between healthcare staff are correlated to patient safety incidents. However, the organisational factors responsible for these issues are unexplored. Root cause analyses (RCA) use human factors thinking to analyse the systems behind severe patient safety...... incidents. The objective of this study is to review RCA reports (RCAR) for characteristics of verbal communication errors between hospital staff in an organisational perspective. Method Two independent raters analysed 84 RCARs, conducted in six Danish hospitals between 2004 and 2006, for descriptions...

  18. Inappropriate sexual behaviour and dementia: an exploration of staff experiences.

    Science.gov (United States)

    Hayward, Laura E; Robertson, Noelle; Knight, Caroline

    2013-07-01

    Research assessing the impact of inappropriate sexual behaviour (ISB) on staff working in dementia care is circumscribed, yet studies from comparable settings indicate that ISB appears uniquely challenging, particularly to personal and cultural values. This study explored staff experiences of ISB exhibited by older adults with a dementia. Fourteen staff working within an in-patient setting were interviewed. Participants' experiences of ISB appeared underpinned by complex social and psychological processes. Shock, embarrassment and incomprehension were prominent when ISB was initially encountered. Knowledge of dementia, familiarity with patients and social norms were important in contextualising ISB and staff often minimised its impact by construing a lack of capacity. Feelings about ISB appeared equivocal and findings suggest that the effect of ISB should be routinely considered in preparing staff who work within dementia care.

  19. BASIC ACTIVITIES OF THE HUMAN RESOURCE MANAGEMENT IN ENSURING STAFF FOR S.C. ROMLUX S.A.

    Directory of Open Access Journals (Sweden)

    SECARĂ CARMEN-GABRIELA

    2014-08-01

    Full Text Available Within the analysis conducted, the main activities in the field of human resource management has been assessed, such as: human resource planning; recruitment and selection of staff; assessment of individual professional performances; initial and continuing training; evaluation of human resources management costs; motivation. However, there have also been reviewed with a lower degree of detailing, other issues of interest, such as: human resources assessment; promotion of staff. Following the integration of conclusions of analysis conducted for the business areas listed, it resulted the picture of the most important elements with generalizing value.

  20. The Effectiveness of the Additional Vocational Education and Staff Development for Industrial Enterprises

    Directory of Open Access Journals (Sweden)

    Y. S. Kalabina

    2012-01-01

    Full Text Available In the course of the Russian economy modernization, developing the effec- tive system of vocational training and further professional training appears to be the main condition for the dynamic competitive advantage of industrial enterprises. The paper inves- tigates the urgent issue of developing the system of additional vocational training and staff development with the reference to the ever-changing institutional logic controlling the em- ployee – employer relations. The paper presents the review of theoretic approaches to the system of additional vocational training, as well as the economic analysis and estimates of return on investment in different forms of vocational training. The methodological approach to the system efficiency estimation is given along with the factors determining the forma- tion and development of vocational training system. Based on the research findings, the recommendations integrating the staff development policy are given aimed at promoting the effectiveness of the employee – employer relations. 

  1. Improving Scientific Communication and Publication Output in a Multidisciplinary Laboratory: Changing Culture Through Staff Development Workshops

    Energy Technology Data Exchange (ETDEWEB)

    Noonan, Christine F.; Stratton, Kelly G.

    2015-07-13

    Communication plays a fundamental role in science and engineering disciplines. However, many higher education programs provide little, if any, technical communication coursework. Without strong communication skills scientists and engineers have less opportunity to publish, obtain competitive research funds, or grow their careers. This article describes the role of scientific communication training as an innovative staff development program in a learning-intensive workplace – a national scientific research and development laboratory. The findings show that involvement in the workshop has increased overall participating staff annual publications by an average of 61 percent compared to their pre-workshop publishing performance as well as confidence level in their ability to write and publish peer-reviewed literature. Secondary benefits include improved information literacy skills and the development of informal communities of practice. This work provides insight into adult education in the workplace.

  2. Motivation of the nursing staff in and a framework of realistic motives in a public hospital

    Directory of Open Access Journals (Sweden)

    Yannis Markovits

    2011-10-01

    Full Text Available The motivation of human resources and in particular of the nursing staff is a crucial issue that influences their job satisfaction, as well as patients' satisfaction from the health services offered. Aim: The presentation of selected motivation theories through literature review and the development of a framework of realistic motives applied to the nursing staff of a public hospital. Material-Method: The Greek and international bibliography has been reviewed, and in particular papers on the motivation theories of human resources in hospitals (the hierarchy of human needs theory, the two-factor theory of motivation, the achievement theory of motivation, and the expectancy theory published during the last ten years via PubMed and Science Direct. Results: A series of motives could be developed that by themselves are not the solution to the problem of employee performance and effectiveness, and their application could be a combination of different models or examined case by case, depending on the functional department of the public hospital. The economic motives and the negative motives cannot, by and large, be applied by management, thus, motives having to do with training, organization and coordination of human resources, communication and fair treatment are the most realistic and applicable ones, for this particular workplace. Conclusions: The motives presented in the current paper are not the panacea for the work performance and effectiveness and they are not a complete record of all potential motives. The application of motives could be combinational or could be contingently examined for the department of the public hospital applied, as well as the nursing staff employed, i.e., specificities related to knowledge, experience, abilities. Furthermore, the duties performed by the nursing staff and the policy implemented by management towards the human resources affect the offered motives.

  3. Upcoming change at the head of the Staff Association

    CERN Multimedia

    Staff Association

    2016-01-01

    Alessandro Raimondo, President of the Staff Association, has decided to tender his resignation to the Staff Council effective from 31 August 2016. “You know that the Pension Fund is my passion, and I have chosen to follow my heart,” he declared in a statement sent to the Staff Council on 22 June. In fact, in a session held on 16 June 2016, the CERN Council elected Alessandro Raimondo as the Vice-Chairman of the Pension Fund Governing Board. Following this election, Alessandro was compelled to choose between the Pension Fund and his role as the President of the Staff Association. According to the statutes of the Staff Association, resignation of the President results in the resignation of the Bureau and the Executive Committee. In a meeting held on 5 July 2016, the Staff Council thus decided on the following timetable and modalities for the election of the new Executive Committee: Wednesday 13 July: deadline for submission of lists for election; Tuesday 19 July: meeting of the Staff Counc...

  4. Leadership styles in nursing management: implications for staff outcomes

    Directory of Open Access Journals (Sweden)

    James Avoka Asamani

    2016-03-01

    Full Text Available Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces.Methods: The study employed a cross-sectional survey design to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were performed using SPSS version 18.0Results: Nurse managers used different leadership styles depending on the situation, but were more inclined to the supportive leadership style, followed by the achievement-oriented leadership style and participative leadership style. The nursing staff exhibited moderate levels of job satisfaction. The nurse managers’ leadership styles together explained 29% of the variance in the staff job satisfaction. The intention to stay at the current workplace was low (2.64 out of 5 among the nursing staff. More than half (51.7% of the nursing staff intended to leave their current workplaces, and 20% of them were actively seeking the opportunities to leave. The nurse managers’ leadership styles statistically explained 13.3% of the staff intention to stay at their current job position.Conclusions: These findings have enormous implications for nursing practice, management, education, and human resource for health policy that could lead to better staff retention and job satisfaction, and ultimately improve patient care.  

  5. Customer care a training manual for library staff

    CERN Document Server

    Gannon-Leary, Pat

    2010-01-01

    Customer Care provides a detailed course suitable for delivery to library staff at all levels. It can be used as a stand-alone reference work for customer care processes and procedures or, alternatively, it can be used by library staff to tailor a customer care course to suit the requirements and training needs of their own staff.Dual use - reference work and/or training manualPotential as a text bookApplicable to a wider context than LIS - could be used for a whole HEI institutional approach to customer care or in local authorities/public services

  6. Standard review plan on antitrust reviews. Final report

    International Nuclear Information System (INIS)

    This standard review plan describes the procedures used by NRC staff to implement the antitrust review and enforcement provisions in Sections 105 and 186 of the Atomic Energy Act of 1954, as amended (the Act), and replaces NUREG-0970. These procedures are principally derived from the Commission's Rules and Regulations in 10 CFR Sections 2.101, 2.102, Part 2-Appendix A, Section X, 50.33a, 50.80, 50.90, and 52.77. These procedures set forth the steps and criteria the staff uses in antitrust reviews of construction permit applications, operating license applications, combined construction permit/operating license applications, combined construction permit/operating license applications, and applications for approval of the transfer of construction permits, operating licenses, and combined licenses. In addition, the procedures describe how the staff enforces compliance with antitrust conditions appended to licenses

  7. Standard Review Plan for the review of a license application for a low-level radioactive waste disposal facility: Safety analysis report

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) (NUREG-1200) provides guidance to staff reviewers in the Office of Nuclear Material Safety and Safeguards who perform safety reviews of applications to construct and operate low-level radioactive waste disposal facilities. The SRP ensures the quality and uniformity of the staff reviews and presents a well-defined base from which to evaluate proposed changes in the scope and requirements of the staff reviews. The SRP makes information about the regulatory licensing process widely available and serves to improve the understanding of the staff's review process by interested members of the public and the industry. Each individual SRP addresses the responsibilities of persons performing the review, the matters that are reviewed, the Commission's regulations and acceptance criteria necessary for the review, how the review is accomplished, the conclusions that are appropriate, and the implementation requirements

  8. Standard review plan for the review of a license application for a low-level radioactive waste disposal facility: Safety analysis report

    International Nuclear Information System (INIS)

    The Standard Review Plan (SRP) (NUREG-1200) provides guidance to staff reviewers in the Office of Nuclear Material Safety and Safeguards who perform safety reviews of applications to construct and operate low-level radioactive waste disposal facilities. The SRP ensures the quality and uniformity of the staff reviews and presents a well-defined base from which to evaluate proposed changes in the scope and requirements of the staff reviews. The SRP makes information about the regulatory licensing process widely available and serves to improve the understanding of the staff's review process by interested members of the public and the nuclear power industry. Each individual SRP addresses the responsibilities of persons performing the review, the matters that are reviewed, the Commission's regulations and acceptance criteria necessary for the review, how the review is accomplished, the conclusions that are appropriate, and the implementation requirements

  9. Annual report 1989-90

    International Nuclear Information System (INIS)

    In 1989 the Atomic Energy Control Board (AECB) received additional resources, which will enable it to improve its regulatory ability, causing some reorganization of staff and the consolidation of the analysis and assessment functions in a new directorate. The year marked the commissioning of the first unit of the Darlington Generating Station. The start-up of this unit was delayed because the AECB had doubts about the safety aspects of the software for the two emergency shutdown systems. The accidental spill of contaminated water from the Rabbit Lake Mine in Saskatchewan allowed the AECB to detect some deficiencies in its inspection system and to correct them. The incident also emphasized the need to impose much higher fines and penalties on companies that violate the Atomic Energy Control Act. This report describes further activities of the AECB in the regulation of nuclear facilities, radioactive waste management, and nuclear materials handling; regulatory research; safeguards and security work; international activities; and public information

  10. An exploration of cancer staff attitudes and values.

    Science.gov (United States)

    McKegney, F P; Visco, G; Yates, J; Hughes, J

    1979-01-01

    A multidisciplinary team involved in the care of patients with advanced cancer including physicians, nurses, social workers, physical therapists, nutritionists, clergymen, enterostomal therapists, biostatisticians and administrative personnel were studied over a period of eighteen months. A prospective study of staff attitudes and values about life, disease, and medical care which focused particularly on cancer, cancer treatment and patients with cancer was undertaken. Data were gathered from the staff by written responses to the following instruments: 1) Rokeach Value Survey and 2) a Personal Attitudes Toward Illness Questionnaire. This longitudinal prospective study demonstrated the reliability of scrutinizing individual and collective staff characteristics in a cancer care team. Although most team members had minimal previous contact with clinical research or with patients with advanced cancer, increased exposure did not result in changes in staff attitudes and values over the period of seventeen months. PMID:481321

  11. The Consequences of Emotional Burnout Among Correctional Staff

    Directory of Open Access Journals (Sweden)

    Eric G. Lambert

    2015-06-01

    Full Text Available The vast majority of past correctional staff burnout studies have focused on the possible antecedents of job burnout. Far fewer studies have been published on the possible outcomes of burnout among correctional staff. This study examined the effects of the emotional exhaustion dimension of burnout on life satisfaction, support for treatment, support for punishment, absenteeism, views on use of sick leave, and turnover intent among 272 staff at a state-run Midwestern maximum security prison. Ordinary least squares (OLS regression analysis of survey data indicated that emotional burnout had significant negative associations with life satisfaction and support for treatment and significant positive relationships with support for punishment, absenteeism, views on use of sick leave (i.e., a right to be used however the employee wishes, and turnover intent. The results indicate that job burnout has negative outcomes for both staff and correctional institutions.

  12. What does Brexit mean for nursing and our EU staff?

    Science.gov (United States)

    Flynn, Hannah; Kendall-Raynor, Petra; Longhurst, Chris

    2016-06-29

    Currently there is free movement of labour and mutual recognition of nurse training and qualifications between EU member states. This means UK hospitals can actively recruit nurses from across the EU to cover staff shortfalls. So what now? PMID:27353905

  13. What does Brexit mean for nursing and our EU staff?

    Science.gov (United States)

    Flynn, Hannah; Kendall-Raynor, Petra; Longhurst, Chris

    2016-06-29

    Currently there is free movement of labour and mutual recognition of nurse training and qualifications between EU member states. This means UK hospitals can actively recruit nurses from across the EU to cover staff shortfalls. So what now?

  14. Study on the Issue of Staff Training in Business Hotel

    OpenAIRE

    Qiumei Fan

    2009-01-01

    According to the analysis of characteristics of hotel business and business traveler, a business hotel will have new requirements to employees. So this essay puts forward new ways of staff training in business hotels.

  15. Principals Can Increase Leadership Effectiveness by Knowing Staff Personalities.

    Science.gov (United States)

    Roberds-Baxter, Sharon

    1986-01-01

    An essential ingredient of good school administrators is understanding the differences among people. Provides a simplified outline of Carl Jung's typology of personality differences to provide administrators a better understanding of staff behavior. (MD)

  16. Wise honored with Research Staff Co-worker Award

    OpenAIRE

    Douglas, Jeffrey S.

    2006-01-01

    Virginia Tech alumna and employee Barbara Wise of Blacksburg, Va. was presented with the"Research Staff Co-worker Award" during the Virginia-Maryland Regional College of Veterinary Medicine's recent 2006 Research Symposium.

  17. 25 CFR 36.86 - Are there staff training requirements?

    Science.gov (United States)

    2010-04-01

    ...) Suicide Prevention. (c) Homeliving staff as well as all employees that supervise students participating in... Resolution; (2) Substance Abuse Issues; (3) Ethics; (4) Parenting skills/Child Care; (5) Special...

  18. The Principal and Staff Development: Countering the School Culture.

    Science.gov (United States)

    Martin, Mary; Rogus, Joseph F.

    1979-01-01

    After addressing the problems inherent in developing staff improvement programs, the author offers starter planning steps for countering the energy drainage of teachers, countering the weak technology of teaching, and countering the feeling of aloneness of the teacher. (KC)

  19. The State of Higher Education for STEM LGBTQQ Faculty/Staff

    Science.gov (United States)

    Rankin, Susan

    2012-02-01

    It has long been understood---an understanding that has been well supported by research-based evidence---that institutional ``climate'' has a profound effect on any academic community's ability to carry out its tripartite mission of teaching, research, and service (Bauer, 1996; Boyer, 1990; Peterson & Spencer, 1990; Rankin, 1998; 2003; 2010; Rankin & Reason, 2008; Tierney & Dilley, 1996). With the acknowledgment that institutions differ in the level of attention and emphasis on issues campus climate, it is safe to say that a campus climate offering equitable learning opportunities for all students, academic freedom for all faculty, and fairness in employment for all staff and administrators is one of the primary responsibilities of institutions of higher education. The research also suggests that a challenging campus climate exists for LGBTQQ students, faculty and staff. Based on the literature, a challenging climate leads to decreased productivity, decreased sense of value to the community, decreased retention, and negatively influences educational outcomes (Settles, et al. 2006; Trower & Chait (2002); Pascrell & Terenzini, 2005; Whitt, Edison, Pascarella, Terenzini, & Nora, 2001). Little is available in the literature on LGBTQQ faculty in the STEM fields. This program will engage participants in a review of the results of the 2010 project with regard to the experiences of LGBTQQ faculty and staff in the STEM fields.

  20. Analysis of staff education system (for particular example)

    OpenAIRE

    Malinová, Ludmila

    2009-01-01

    This bachelor thesis is attending to problems of systematic staff education in companies. The principal aim of work is to analyze particular system of education in concrete company and then introduce some recommendations for improvement the system. The first part involves theoretical knowledge describing important aspects of business education, methods of education in company and focuses on possibility of using information and communication technologies in staff education. The practical part ...

  1. The Commitments of Academic Staff and Career in Malaysian Universities

    OpenAIRE

    Fauziah Noordin; Kamaruzaman Jusoff; Jamil Hj Hamali; Mior Harris Mior Harun

    2009-01-01

    This article reports the study on career commitment of the academic staff of a local public university in Malaysia. The findings indicate that the academic staff of this university has higher level of career identity, low level of career resilient, and slightly high level of career planning. In addition, the results indicate that the respondents’ organizational tenure and annual salary have significant impact on their career resilience commitment. Other demographic variables showed no signifi...

  2. Staff Planning at the National Library of the Netherlands

    Directory of Open Access Journals (Sweden)

    Dick Langbroek

    2010-02-01

    Full Text Available The Koninklijke Bibliotheek in the Netherlands has developed a Strategic Staff Planning Programme to deal with the challenges of an ageing workforce, succession issues for management and specialised positions, and short-term budget cuts in combination with expected long-term staff shortages. This article describes the reasons for the Programme, steps taken to develop it, and preliminary results. The programme includes a Trainee Programme, a Management Trainee Programme, Individual Career Counselling and a Career Service Centre.

  3. Prevalence of workplace violence against health staff in Malatya

    OpenAIRE

    Sönmez, Mehtap; Karaoğlu, Leyla; Egri, Mücahit; Genç, Metin Fikret; Günes, Gülsen; Pehlivan, Erkan

    2013-01-01

    This study was performed to determine the prevalence of physical, psychological and sexual violence against health staff working at health care institutions and the associated factors in Malatya, Turkey. Participants were randomly chosen by stratified sampling method according to profession. Data were collected via the questionnaires adapted by the violence survey form prepared by WHO. 588 health staff gave back the form after they answered the questions. The coverage rate was 90.5%. Overall ...

  4. Army Chief of Staff Gen. George Casey Addresses NPS Community

    OpenAIRE

    Naval Postgraduate School Public Affairs Office

    2010-01-01

    Naval Postgraduate School students, staff and faculty gathered to see Army Chief of Staff General George W. Casey offer a hopeful and focused look at the future of the Army and its role in the big picture of the U.S. military. During his visit on May 13 as a Secretary of the Navy Guest Lecturer, Casey expressed his gratitude for the men and women in uniform, and the challenges they continue to face.

  5. Outcomes evaluation of the school staff health promotion project

    OpenAIRE

    Magdalena Woynarowska-Sołdan

    2016-01-01

    Background: This article presents selected outcomes of a 3-year project “Health promotion of school staff in health-promoting schools,” as well as the achievements and difficulties in its implementation. Material and Methods: The research was conducted on 644 teachers and 226 members of non-teaching staff in 21 schools. The method involved opinion poll and authored questionnaires. A 2-part model of outcome evaluation was developed. Results: Most participants appreciated the changes that took ...

  6. Staff Recruitment - A Qualitative Aspect of the Human Resource Management

    OpenAIRE

    MARIA BUŞE

    2009-01-01

    The aim of this paper is to present some aspects of the staff recruitment like a qualitative framework of the human resource management at the University of Craiova. Our research demonstrate that if the organisation manages to recruit highly qualified staff, this will require less preparation and the recruitment process will be simplified because the new employees will be prepared according to the new circumstances with less expenses in a short time. Finally under these circumstances the new ...

  7. Motivation and job satisfaction of non - medical staff

    OpenAIRE

    Veselková, Veronika

    2012-01-01

    This bachelor's thesis deals with the motivation and job satisfaction of non - medical staff in healthcare. The thesis is divided into a theoretical and practical part. The theoretical part explains the theoretical bases, especially motivation, work motivation, selected theories of motivation and job satisfaction. On the basis of theoretical knowledge is written up the practical part. The main aim of this thesis is the analysis of motivation and job satisfaction of non - medical staff in Prag...

  8. Models and algorithms for ground staff scheduling on airports

    OpenAIRE

    Herbers, Jörg

    2005-01-01

    The planning of airport ground staff gives rise to a number of challenging optimisation problems. Ground handling workloads are naturally represented as work tasks, e.g. for baggage unloading or passenger check-in. These workloads must be covered by appropriate employees. Staff scheduling is usually carried out in several stages: In demand planning, workloads are aggregated and analysed, in shift planning, appropriate shift duties are generated, and rostering consists in generating lines of d...

  9. The staff show their profound attachment to SLS

    CERN Multimedia

    Association du personnel

    2007-01-01

    The results of the poll on the Saved Leave Scheme (SLS) have now been analyzed and are published in this edition and on our web site. You were 1194 to reply to the questionnaire (approximately 50% of all staff members). The distribution of the replies according to certain variables (sex, age, career path, etc.) in the sample corresponds to the one observed for the overall staff population. This indicates that the sample is representative.

  10. Working with violent clients : staff explanations and actions

    OpenAIRE

    Leggeft, J.A.

    2004-01-01

    The series of studies presented in this thesis test an attribution-emotionbehaviour model of helping versus violent retaliation (after Weiner, 1995) in professional groups at high risk of encountering violence in the workplace. Weiner's model predicts that staff who perceive violent incidents as within the control of the client will be more likely to experience anger and demonstrate a retaliatory response. Conversely, staff perceiving causes as uncontrollable by the client are more likely to ...

  11. Integrated Project Scheduling and Staff Assignment with Controllable Processing Times

    OpenAIRE

    Victor Fernandez-Viagas; Framinan, Jose M.

    2014-01-01

    This paper addresses a decision problem related to simultaneously scheduling the tasks in a project and assigning the staff to these tasks, taking into account that a task can be performed only by employees with certain skills, and that the length of each task depends on the number of employees assigned. This type of problems usually appears in service companies, where both tasks scheduling and staff assignment are closely related. An integer programming model for the problem is proposed, tog...

  12. An Aircraft Service Staff Rostering using a Hybrid GRASP Algorithm

    OpenAIRE

    Ip, W. H.; Gene Pak Kit Wu; Vincent Cho

    2009-01-01

    The aircraft ground service company is responsible for carrying out the regular tasks to aircraft maintenace between their arrival at and departure from the airport. This paper presents the application of a hybrid approach based upon greedy randomized adaptive search procedure (GRASP) for rostering technical staff such that they are assigned predefined shift patterns. The rostering of staff is posed as an optimization problem with an aim of minimizing the violations of hard and soft constrain...

  13. Parental and staff perspectives of NICU research procedures

    OpenAIRE

    Freibott, Christina; Guillen, Ursula; Mackley, Amy; Locke, Robert

    2016-01-01

    Background There are limited data on parental perception of infant participation in minimal risk and minor increase above minimal risk research focusing on the NICU population. The study objective was to assess parental and NICU staff perceptions concerning minimal risk and minor increase above minimal risk in the NICU setting. Methods Parents of infants and NICU staff were presented with a combination of 4 infant scenarios and 5 hypothetical research procedures. These assessed participants’ ...

  14. Isolation of pathogenic bacteria from hospital staff apparel in Nigeria

    OpenAIRE

    Orji, MU; Mbata, TI; Kalu, OU

    2005-01-01

    A survey of bacteria contamination of hospital staff apparel in use in Anambra State, Nigeria, was carried out to determine the extent of contamination by clinically important bacteria. Of a total of 125 swab samples of hospital staff apparel, 72 (58%) showed bacterial contamination including 32 (70%) of 46 samples from hand gloves, 28 of 45 (62%) samples from protective gowns, and 12 of 34 (35%) samples from face-shields. The potentially pathogenic bacteria isolated were Salmonella spp, Prot...

  15. Force Deployment Planning in the IDF General Staff

    OpenAIRE

    Gabi Siboni

    2011-01-01

    IDF General Staff planning processes relate to two primary areas: force buildup and force deployment. The fundamentals of military doctrine of any army, and particularly the IDF, necessitate full synchronization between the two, and the element that underlies all planning processes is what is needed for force deployment. Upon the establishment of the IDF, these processes were assigned to a single framework: the General Staff Branch. However, more than sixty years later, planning in the Genera...

  16. Staff Planning at the National Library of the Netherlands

    OpenAIRE

    Dick Langbroek

    2010-01-01

    The Koninklijke Bibliotheek in the Netherlands has developed a Strategic Staff Planning Programme to deal with the challenges of an ageing workforce, succession issues for management and specialised positions, and short-term budget cuts in combination with expected long-term staff shortages. This article describes the reasons for the Programme, steps taken to develop it, and preliminary results. The programme includes a Trainee Programme, a Management Trainee Programme, Individual Career Coun...

  17. Job Dissatisfaction and Its Related Factors among Laboratory Staff

    OpenAIRE

    Nehzat FADAEI; Zainuddin HUDA; Syed Hassan, Syed Tajuddin

    2015-01-01

    Background: The purpose of this study was to determine the prevalence of job dissatisfaction, and to ascertain the association between job strain and job dissatisfaction and socio-demographic and occupational factors among laboratory staff of Universiti Putra Malaysia (UPM).Methods: This cross-sectional study was conducted among 450 research laboratory staff in 10 faculties and 8 institutes of Universiti Putra Malaysia. Probability appropriate to size sampling and simple random sampling metho...

  18. Academic Staff's Views About International Scholarships and Support Programs

    OpenAIRE

    M. Ertaç ATİLA; Ö. Faruk ÖZEKEN; Mustafa SÖZBİLİR

    2015-01-01

    The aim of this study is to determine views of academic staff who have been to the United States in order to do a research study by means of scholarships and support programs provided by the Higher Education Council or Scientific or Technological Research Council of Turkey about the scholarship programs. The qualitative study is carried out as a holistic multiple case study research design. The data were gathered through semi-structured interviews from 10 academic staff who participated the s...

  19. Suspected Child Maltreatment: Preschool Staff in a Conflict of Loyalty

    OpenAIRE

    Svensson, Birgitta; Janson, Staffan

    2008-01-01

    Objective: To investigate the actions of Swedish preschool staff when suspecting the maltreatment of children in their domestic environment, and the staff’s further experiences and relations to the family members. Methods A questionnaire in 2005 to the staff of 189 child groups in community preschools, including 3,100 children. Results: A report to Child Protective Agency (CPA) was submitted in 30% of the cases where maltreatment was suspected. The staff’s decisions as well as their working s...

  20. Social media guidance for British Geological Survey staff

    OpenAIRE

    Mitchell, Clive; Noakes, Lauren

    2014-01-01

    Social media guidance for British Geological Survey staff Social media is a great way to communicate BGS science, activities, achievements and services. This guidance is for BGS staff using social media as a way to communicate BGS science and technology. It is based on the Social Media Guidance for Civil Servants (Cabinet Office, 2012) the NERC Electronic Communications Policy (NERC, 2013) and the NERC Code of Conduct. This guidance was first published in Broadcasting the science sto...

  1. TERAPI RUMATAN METADONE: KETANGGAPAN PASIEN, SIKAP STAFF DAN PENERIMAAN MASYARAKAT

    OpenAIRE

    Siti Isfandari; I Nyoman Hanafi; Asliati Asril; Diah Setia Utami; Ratna Martdiati; Riza Sarasvita

    2012-01-01

    To minimize impact of injection drug use on HIV/AIDS transmission, known as Harm Reduction, a longitudinal study on methadone maintenance substitution (MMS) trial was conducted in Drug Dependence Hospital, Jakarta in November 2003 and Sanglah Hospital, Denpasar in Januury 2004. Respondents of the study were 58 methadone clients From Jakarta and 22 from Denpasar, as well as 11 RSKO's staffs and seven staffs from Sanglah Hospital. Data were collected by questionnaires, interviews and focus grou...

  2. Oral cancer awareness amongst hospital nursing staff: a pilot study

    OpenAIRE

    Johnson Sarah; Kavi Vikram P; Harris Andrew T; Carter Lachlan M; Kanatas Anastasios

    2009-01-01

    Abstract Background Oral cancer is as prevalent as cervical and testicular cancer in the United Kingdom. Nursing staff provide the oral health care for the patient population in hospital. Admission to hospital provides a 'window of opportunity' for oral cancer 'screening' via an oral health check during nursing clerking. This study aimed to investigate whether nursing staff are aware of risk factors for oral cancer, its clinical signs, and could therefore provide a 'screening' service for ora...

  3. EIROStaff serving the staff of the European scientific organizations

    CERN Multimedia

    Association du personnel

    2009-01-01

    By analogy with the EIROforum meetings, where the administrations of seven European scientific organizations (CERN, EFDA, EMBL, ESA, ESO, ESRF, ILL) have been meeting since 2002, the staff associations of these same organizations grouped under the name “EIROStaff” met on Thursday 27 and Friday 28 May 2009 at CERN. Staff representatives of GSI, which is not a member of EIROforum at present, also attended.

  4. Ice storm puts staff in ED to the test.

    Science.gov (United States)

    2005-11-01

    Creativity, planning ahead can help offset the problems severe winter weather can create for your ED. "Super-size" your wintertime staff to help deal with the inevitable patient surge during cold-weather months. Make sure your ED is fully stocked with blanket warmers and intravenous fluid warmers year-round, so you're always prepared for first winter storm. Optimize staff health by stressing re-education in procedures such as hand washing. PMID:16749577

  5. Staff-less libraries - recent Danish public library experiences

    DEFF Research Database (Denmark)

    Johannsen, Carl Gustav

    2012-01-01

    The article reports on Danish experiences with staff-less public libraries in terms of local community characteristics, their use- visits and loans, characcteristics of their users in terms of sex, age and, finally, an analysis of critical success factors revealed......The article reports on Danish experiences with staff-less public libraries in terms of local community characteristics, their use- visits and loans, characcteristics of their users in terms of sex, age and, finally, an analysis of critical success factors revealed...

  6. Exploring transformative engagement of managers, clinical staff and patients

    OpenAIRE

    Cochrane, Janine

    2015-01-01

    Policy directives and the new NHS constitution require managers and leaders to adopt strategies that motivate and encourage teams to work collaboratively with staff and patients. These innovative ways of working are seen as a means of improving the quality and coordination of patient care, thus impacting on the patients’ experience. Despite this focus, the evidence of what constitutes and therefore what can deliver effective collaboration between managers, staff and patients is sparse. Thi...

  7. United Republic of Tanzania; Poverty Reduction Strategy Paper: Joint Staff Advisory Note

    OpenAIRE

    International Monetary Fund

    2006-01-01

    This Joint Staff Advisory Note reviews Tanzania’s Second National Strategy for Growth and Reduction of Poverty (NSGRP–MKUKUTA II) (2010/11–2014/15). MKUKUTA II provides an operational framework for achieving the Millennium Development Goals and Tanzania’s Development Vision 2025, which aims to transform Tanzania into a middle-income country. Key recommendations are to expand fiscal space through improving spending efficiency and enhancing domestic revenue mobilization in line with its...

  8. CERN to introduce new Local Staff employment category

    CERN Multimedia

    2003-01-01

    At the June meeting of CERN Council, a new Local Staff employment category was approved. This will cover some 250-300 people in technical and administrative positions between now and 2010, satisfying an urgent need for manpower over the coming years. This article explains the main features of this new category. The Local Staff employment category is an important building block in CERN's new Human Resources Plan, and is essential in the run-up to the LHC. In the immediate future, it will allow some Industrial Services activities to be insourced - corresponding to about 150 additional CERN staff positions. In the longer run, it will allow the Organization to replace more retiring staff members than formerly foreseen - corresponding to 100-150 staff positions. The activities that will lead to Local Staff vacancies were identified at last year's resources planning exercise (the "Morges-III" meetings) as those which could not be outsourced in a Field Support Unit or other type of result-oriented Industrial Serv...

  9. Public Staff Meetings – thank you for a large attendance

    CERN Multimedia

    Staff Association

    2013-01-01

    The public meetings of the Staff Association which took place recently were attended by about 500 staff, a large fraction of them young and on a limited duration (LD) contract. The audience mainly shared the worries of the Staff Association concerning the low number of IC post openings in this and the coming years. Moreover, after the meeting several LD contract holders contacted the Staff Association to express their point of view and to put forward their ideas to tackle this problem. As explained in those meetings, the Staff Association emphasizes that personnel policy should not be guided by self-imposed quota, even under pressure by the Member States. As we have repeated several times, CERN needs a total staff complement well beyond the baseline ceiling of 2250, the number agreed by Council, if it has to guarantee an efficient and excellence level of service to the ever-growing user community, which has almost doubled over the last decade. Moreover, the indefinite contract (IC) component should stan...

  10. The Staff Association: because you’re worth it

    CERN Multimedia

    CERN Bulletin

    2013-01-01

    A new logo, a new website and now we’re on Facebook: the members of the rejuvenated Staff Association of CERN want to take this opportunity to remind you that the SA is open to everyone. All you have to do is join.   Every ordinary or associated member of the personnel of the Organization and — through GAC-EPA, the CERN-ESO Pensioners’ Association — every retiree, is entitled to join the CERN Staff Association. The goal of the SA is to defend the collective and individual rights of CERN staff members and members of their families, in matters relating to both their material interests and their well-being. With its independant ideas and its constructive work, the SA also plays an important role as a source of new proposals. The more CERN staff members join the Staff Association, the more respect it commands as a social partner. Currently, 1,355 people are members — that’s over half of the total staff. So, why not join? To find out mor...

  11. Effective dose estimation to patients and staff during urethrography procedures

    Energy Technology Data Exchange (ETDEWEB)

    Sulieman, A. [Prince Sattam bin Abdulaziz University, College of Applied Medical Sciences, Radiology and Medical Imaging Department, P. O- Box 422, Alkharj 11942 (Saudi Arabia); Barakat, H. [Neelain University, College of Science and Technology, Medical Physics Department, Khartoum (Sudan); Alkhorayef, M.; Babikir, E. [King Saud University, College of Applied Sciences, Radiological Sciences Department, P. O. Box 10219, Riyadh 11433 (Saudi Arabia); Dalton, A.; Bradley, D. [University of Surrey, Centre for Nuclear and Radiation Physics, Department of Physics, Surrey, GU2 7XH Guildford (United Kingdom)

    2015-10-15

    Medical-related radiation is the largest source of controllable radiation exposure to humans and it accounts for more than 95% of radiation exposure from man-made sources. Few data were available worldwide regarding patient and staff dose during urological ascending urethrography (ASU) procedure. The purposes of this study are to measure patient and staff entrance surface air kerma dose (ESAK) during ASU procedure and evaluate the effective doses. A total of 243 patients and 145 staff (Urologist) were examined in three Hospitals in Khartoum state. ESAKs were measured for patient and staff using thermoluminescent detectors (TLDs). Effective doses (E) were calculated using published conversion factors and methods recommended by the national Radiological Protection Board (NRPB). The mean ESAK dose for patients and staff dose were 7.79±6.7 mGy and 0.161±0.30 mGy per procedures respectively. The mean and range of the effective dose was 1.21 mSv per procedure. The radiation dose in this study is comparable with previous studies except Hospital C. It is obvious that high patient and staff exposure is due to the lack of experience and protective equipment s. Interventional procedures remain operator dependent; therefore continuous training is crucial. (Author)

  12. Staff Potential of Cultural Sphere: Analysis of the Staff Needs and Features of its Formation

    Directory of Open Access Journals (Sweden)

    Marina V. Mezhova

    2014-04-01

    Full Text Available Forecasting of the needs in a labor market is considered as an important component of the marketing and as well it’s necessary for regulation and control of changes in the field of educational services, for strategic planning of vocational training for staff in the sphere of culture focused on population demand in the region. The aim of this research work is development and approbation of monitoring algorithm for needs in a labor market in cultural sphere. The paper reflects the analysis vocational training prospects in the field of a library science and social and cultural activity taking into account multilevel education on the basis of competence-based approach.

  13. Administrators, Faculty, and Staff/Support Staff Perceptions of MBNQA Educational Criteria Implementation at the University of Wisconsin Stout

    OpenAIRE

    Dettmann, Paul E.

    2004-01-01

    This study focused on the University of Wisconsin Stout's (UW Stout) implementation of the Malcolm Baldridge Award (MBNQA) Criteria for Educational Performance Excellence. The study had two objectives: (1) to determine administrator, faculty, and staff/support staff perceptions and compare those perceptions; and, (2) to identify the positive and negative views each of the three groups held regarding the implementation process. The study design was a mixed method approach which used both qua...

  14. Malawi; Sixth and Final Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility, and Request for Waiver of Nonobservance of Performance Criteria and Augmentation Access: Staff Report; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Malawi

    OpenAIRE

    International Monetary Fund

    2008-01-01

    This paper discusses key findings of the Sixth and Final Review for Malawi Under the Poverty Reduction and Growth Facility (PRGF). Performance remained generally strong in the period under review. The authorities met most program targets for end-December 2007, and domestic debt fell as a share of GDP, but the domestic borrowing performance criterion was missed. The government aims to meet the 2007/08 domestic borrowing target. Higher fuel and fertilizer prices are putting pressure on internat...

  15. Overall review strategy for the Nuclear Regulatory Commission's High-Level Waste Repository Program

    International Nuclear Information System (INIS)

    The Overall Review Strategy gives general guidance to the Nuclear Regulatory Commission staff for conducting it's license application and pre-license application reviews. These reviews are in support of the Commission's construction authorization decision for a geologic repository for the disposal of high-level radioactive waste. Objectives and strategies are defined that focus the staff's reviews on determining compliance with requirements of 10 CFR Part 60. These strategies define how the staff prioritizes its reviews on those key technical uncertainties considered to be most important to repository performance. Strategies also give guidance for developing, in an integrated way, the License Application Review Plan together with supporting performance assessments, analyses, and research

  16. Ethics, patient rights and staff attitudes in Shanghai's psychiatric hospitals

    Directory of Open Access Journals (Sweden)

    Su Liang

    2012-05-01

    Full Text Available Abstract Background Adherence to ethical principles in clinical research and practice is becoming topical issue in China, where the prevalence of mental illness is rising, but treatment facilities remain underdeveloped. This paper reports on a study aiming to understand the ethical knowledge and attitudes of Chinese mental health professionals in relation to the process of diagnosis and treatment, informed consent, and privacy protection in clinical trials. Methods A self-administered survey was completed by 1110 medical staff recruited from Shanghai’s 22 psychiatric hospitals. Simple random selection methods were used to identify target individuals from the computerized registry of staff. Results The final sample for analysis consisted 1094 medical staff (including 523 doctors, 542 nurses, 8 pharmacologists and 21 other staff. The majority reported that their medical institutions had not established an Ethics Committee (87.8% and agreed that Ethics Committees should be set up in their institutions (72.9%. Approximately half (52% had not received systematic education in ethics, and almost all (89.1% of the staff thought it was necessary. Nearly all participants (90.0% knew the Shanghai Mental Health Regulations which was the first local regulations relating to mental health in China, but only 11% and 16.6% respectively knew of the Nuremberg Code and the Declaration of Helsinki. About half (51.8% thought that the guardian should make the decision as to whether the patient participated in clinical trials or not. Conclusions The study indicates that most psychiatric hospitals in Shanghai have no Medical Ethics Committee. More than half the medical staff had not received systematic education and training in medical ethics and they have insufficient knowledge of the ethical issues related to clinical practice and trials. Training in ethics is recommended for medical staff during their training and as ongoing professional development.

  17. The importance of staff in the facial plastic surgical practice: dynamic staff interface with patients in support of the surgeon's objectives.

    Science.gov (United States)

    Patseavouras, Louie L

    2008-05-01

    This article addresses how staff can support surgeons in practical terms, making a business more efficient, seamless, and less costly (in terms of emotional and time components). This article addresses (1) using staff as a first line of defense against misperceptions, false expectations, and general problems; (2) recognizing that effective staff are highly intuitive and can be trained to troubleshoot and intervene; (3) encouraging staff to rely on gut instinct; (4) learning that body language and the nonverbal are powerful indicators; (5) training staff concerning nonverbal communication; and (6) realizing that a great deal of communication is within surgeon and staff control.

  18. Report on the use of programmable digital computers in the shutdown systems of the Darlington G.S

    International Nuclear Information System (INIS)

    This report by the Advisory Committee on Nuclear Safety (ACNS) considers the use of large, programmable computers in the shutdown system at the planned Darlington Generating Station. After a review of the documents submitted to the Atomic Energy Control Board (AECB) by Atomic Energy of Canada Ltd. Engineering Company in support of gaining AECB's agreement in principle to such a system, the ACNS concludes that no fundamental principle will be challenged by the introduction of computer technology into safety systems. It cautions, however, that the AECB should ensure that existing principles, particularly those of independence and redundancy, will not be compromised in the application

  19. Evaluating the evidence on employee engagement and its potential benefits to NHS staff: A narrative synthesis of the literature

    OpenAIRE

    Bailey, Catherine; Madden, Adrian; Alfes, Kerstin; Fletcher, Luke; Robinson, Dilys; Holmes, Jenny; Buzzeo, Jonathan; Currie, Graeme

    2015-01-01

    Objectives and research questions To review and evaluate evidence and underpinning theories of employee engagement within the NHS and the general workforce to inform policy and practice. The study was underpinned by four research questions which explored definitions and models of engagement within the academic literature; the evidence of links between engagement and staff morale and performance; the approaches and interventions that have greatest potential to create and embed high levels o...

  20. Democratic Republic of the Congo; Joint Staff Assessment of the Interim Poverty Reduction Strategy Paper Preparation Status Report

    OpenAIRE

    International Monetary Fund

    2003-01-01

    The attached Joint Staff Assessment (JSA) of the Interim Poverty Reduction Strategy Paper (I-PRSP) Preparation Status Report for the Democratic Republic of the Congo reviews progress with respect to the implementation of the PRSP. The report appropriately points to the continuing progress in the implementation of the I-PRSP, especially the restoration of peace, the strengthening of governance, and the improvement in economic management for pro-poor growth. Progress in the production of monthl...

  1. Standard Review Plan for the review of financial assurance mechanisms for decommissioning under 10 CFR Parts 30, 40, 70, and 72

    International Nuclear Information System (INIS)

    Standard Review Plan (SRP) for the Review of Financial Assurance Mechanisms for Decommissioning under 10 CFR Parts 30, 40, 70 and 72, is prepared for the guidance of Nuclear Regulatory Commission staff reviewers in performing reviews of applications from material licensees affected by the decommissioning regulations established June 27, 1988 (53FR24018). The principal purpose of the SRP is to assure the quality and uniformity of staff reviews and to present a base from which to evaluate the financial assurance aspects of the applications. The SRP identifies who performs the review, the matters that are reviewed, the basis for the review, how the review is performed, and the conclusions that are sought

  2. CLUSTER STAFF search coils magnetometer calibration - comparisons with FGM

    Science.gov (United States)

    Robert, P.; Cornilleau-Wehrlin, N.; Piberne, R.; de Conchy, Y.; Lacombe, C.; Bouzid, V.; Grison, B.; Alison, D.; Canu, P.

    2013-12-01

    The main part of Cluster Spatio Temporal Analysis of Field Fluctuations (STAFF) experiment consists of triaxial search coils allowing the measurements of the three magnetic components of the waves from 0.1 Hz up to 4 kHz. Two sets of data are produced, one by a module to filter and transmit the corresponding waveform up to either 10 or 180 Hz (STAFF-SC) and the second by an onboard Spectrum Analyser (STAFF-SA) to compute the elements of the spectral matrix for five components of the waves, 3 × B and 2 × E (from EFW experiment) in the frequency range 8 Hz to 4 kHz. In order to understand the way the output signal of the search coils are calibrated, the transfer functions of the different parts of the instrument are described as well as the way to transform telemetry data into physical units, across various coordinate systems from the spinning sensors to a fixed and known frame. The instrument sensitivity is discussed. Cross-calibration inside STAFF (SC and SA) is presented. Results of cross-calibration between the STAFF search coils and the Cluster Flux Gate Magnetometer (FGM) data are discussed. It is shown that these cross-calibrations lead to an agreement between both data sets at low frequency within a 2% error. By means of statistics done over 10 yr, it is shown that the functionalities and characteristics of both instruments have not changed during this period.

  3. CLUSTER-STAFF search coil magnetometer calibration - comparisons with FGM

    Science.gov (United States)

    Robert, P.; Cornilleau-Wehrlin, N.; Piberne, R.; de Conchy, Y.; Lacombe, C.; Bouzid, V.; Grison, B.; Alison, D.; Canu, P.

    2014-09-01

    The main part of the Cluster Spatio-Temporal Analysis of Field Fluctuations (STAFF) experiment consists of triaxial search coils allowing the measurements of the three magnetic components of the waves from 0.1 Hz up to 4 kHz. Two sets of data are produced, one by a module to filter and transmit the corresponding waveform up to either 10 or 180 Hz (STAFF-SC), and the second by the onboard Spectrum Analyser (STAFF-SA) to compute the elements of the spectral matrix for five components of the waves, 3 × B and 2 × E (from the EFW experiment), in the frequency range 8 Hz to 4 kHz. In order to understand the way the output signals of the search coils are calibrated, the transfer functions of the different parts of the instrument are described as well as the way to transform telemetry data into physical units across various coordinate systems from the spinning sensors to a fixed and known frame. The instrument sensitivity is discussed. Cross-calibration inside STAFF (SC and SA) is presented. Results of cross-calibration between the STAFF search coils and the Cluster Fluxgate Magnetometer (FGM) data are discussed. It is shown that these cross-calibrations lead to an agreement between both data sets at low frequency within a 2% error. By means of statistics done over 10 yr, it is shown that the functionalities and characteristics of both instruments have not changed during this period.

  4. 5-Yearly Review 2005 - Proposal 11 - Modifications to Review Methods

    CERN Document Server

    2006-01-01

    In accordance with the Council's request in October 2006, this document sets out proposed modifications to Review Methods for the future, which are part of the current 5-Yearly Review (Proposal 11). This concerns the 5-Yearly Review and Annual remuneration review methods and procedures (Annex A 1 of the Staff Rules). In the light of recent experience, the Management's proposals aim to set methods and procedures for future reviews, ensuring that they are tailored to the Organization's requirements, and to introduce simplifications, increase efficiency and reduce the cost of these processes.

  5. Staff Training, Onboarding, and Professional Development Using a Learning Management System

    OpenAIRE

    Sona Macnaughton; Mary Medinsky

    2015-01-01

    Looking for a fresh, interactive way to train your staff? A learning management system can be used to support flexible learning opportunities for library staff. This article describes the benefits of using a learning management system (LMS) for staff onboarding, training, and professional development and overviews criteria for selecting an LMS appropriate for your public or academic library staff training needs.

  6. 78 FR 48337 - Federal Employees Health Benefits Program: Members of Congress and Congressional Staff

    Science.gov (United States)

    2013-08-08

    ... employees (which include each Member's respective personal staffs, staffs of House and Senate leadership committees, other committee staff and administrative office staff) meet the definition of employee in 5 U.S.C...; ] OFFICE OF PERSONNEL MANAGEMENT 5 CFR Parts 890 RIN 3206-AM85 Federal Employees Health Benefits...

  7. Generic implications of ATWS events at the Salem Nuclear Power Plant. Licensee and staff actions

    International Nuclear Information System (INIS)

    This report, Volume 2 of two volumes of NUREG-1000, describes the intermediate term actions to be taken by licensees and applicants of the US Nuclear Regulatory Commission (NRC), on the one hand, and by NRC staff, on the other, to address the generic issues raised by two anticipated transients without scram (ATWS) at the Salem Nuclear Generating Station, Unit 1, on February 22 and 25, 1983. These actions came about as a result of the findings of NUREG-1000, Volume 1, and of reviews by the NRC Committee to Review Generic Requirements, the NRC Program Offices, and the Commission. The actions to be taken by licensees and applicants have been detailed in a letter pursuant to 10 CFR 50.54(f)

  8. Language Learning in Outdoor Environments: Perspectives of preschool staff

    Directory of Open Access Journals (Sweden)

    Martina Norling

    2015-03-01

    Full Text Available Language environment is highlighted as an important area in the early childhood education sector. The term language environment refers to language-promoting aspects of education, such as preschool staff’s use of verbal language in interacting with the children. There is a lack of research about language learning in outdoor environments; thus children’s language learning is mostly based on the indoor physical environment. The aim of this study is therefore to explore, analyse, and describe how preschool staff perceive language learning in outdoor environments. The data consists of focus-group interviews with 165 preschool staff members, conducted in three cities in Sweden. The study is meaningful, thus results contribute knowledge regarding preschool staffs’ understandings of language learning in outdoor environments and develop insights to help preschool staff stimulate children’s language learning in outdoor environments.

  9. Radiation doses to staff on a department of nuclear medicine

    International Nuclear Information System (INIS)

    A survey of data concerning radiation protection of staff working in the Nuclear Medicine Department and associated sections of the Physics Department at the Royal Marsden Hospital (Surrey Branch) is given for the period 1972 to 1975 inclusive. Results of routine film monitoring and whole-body counting are presented. Additional film monitors were used to check working areas, finger doses and any discrepancies between doses to the upper and lower trunk of personnel. In general, exposure to staff in the Nuclear Medicine Department is below 220 mrad per person per year, and below 1,000 mrad per person per year in the Radioisotope Dispensary. The dose received by radiographers is primarily due to spending time close to patients. Since about 5,000 intravenous injections of radionuclides are given each year in this department, the resulting finger doses to the staff involved may give rise to concern unless the task is shared. (author)

  10. Preparedness and training in staff responding to a burns disaster.

    Science.gov (United States)

    May, Jolyon; Colbert, David; Rea, Suzanne; Wood, Fiona; Nara-Venkata, Raghav

    Effective disaster response is preceded by effective disaster planning, and insufficient staff training has been identified as a problem in the preparation of hospitals for major incidents. Despite this, little is known about the exact levels of training doctors and nurses responding to a disaster receive. The authors conducted a six-question survey delivered to staff involved in the hospital response to a burns mass disaster in Western Australia. The occupation, and also the clinical area in which the respondent worked, influenced the level of training they received. Training in formal disaster courses and practical exercises in mock disaster situations needs to be ongoing for all staff members for correct implantation of disaster plans. Findings may be useful in informing current and future efforts to improve hospital preparedness.

  11. Elections to Staff Council. What is a delegate?

    CERN Multimedia

    Association du personnel

    2007-01-01

    Antonio, Anne, John, Heinrich, Bjorn: "I'd really like to, but I…" "Become a delegate, yes but…" "I've often wondered what the role of staff delegate involves." "I've often wondered what my rights and duties are, how much of my time it would take, if my decision would affect my career, what my hierarchy would say about it, etc." "Often I've hesitated, made enquiries, left it and then forgotten about it: in any case there’ll surely be others who'll take my place." How many times have we heard this kind of talk? You will find below some answers to the questions everyone asks about the role of staff delegate, which may enable several of you to take that step towards joining the very active family which is the Staff Association.

  12. Assessing and Reducing Exposures to Nuclear Medicine Staff

    International Nuclear Information System (INIS)

    Nuclear medicine involves the handling of unsealed radiation sources. Occupational monitoring in nuclear medicine, thus, includes assessment of both external irradiation of the body and internal exposure due to inhalation or ingestion of radioactive substances. When appropriate radiation protection measures are applied, the annual effective dose to nuclear medicine staff is low (around 2–3 mSv). However, hand doses can be very high and can even exceed the regulatory limit for skin equivalent dose, without workers being aware of it. The paper presents the main results of the European Atomic Energy Community’s Seventh Framework Programme project, Optimization of Radiation Protection of Medical Staff (ORAMED), within the field of extremity dosimetry of nuclear medicine staff, and proposes recommendations to improve radiation protection in occupational exposure in nuclear medicine. (author)

  13. The Staff Association, TREF, Finance Committee and CERN Council

    CERN Multimedia

    Staff Association

    2016-01-01

    The Staff Association, following its participatory and consensual approach, always tries to find the best possible agreements for the Organization and its staff. For this our main assets are in discussion and consultation with the management, explanatory work and persuasion at TREF, and in other meetings, with delegates from Member States. TREF (Tripartite Employment Conditions Forum), a forum for exchange and discussion "The objective of the Forum is to improve the decision-making process by giving those concerned the opportunity and time to understand fully the positions of all participants." (CERN / RTG / 8) The Tripartite Forum on Employment Conditions (TREF) was created by CERN Council in June 1994 and is composed of representatives of the Member States, the Management and the Staff Association. The forum is tasked with the studies of remuneration and employment conditions at CERN and does not have decision authority. As its name suggests, TREF allows an exchange of views between the th...

  14. Sizing of Staff of Neonatal Units in a University Hospital

    Directory of Open Access Journals (Sweden)

    Gabriela Ramos Ferreira Curan

    2015-03-01

    Full Text Available The aim was to evaluate the size of the nursing neonatal units of a university hospital regarding the education and professional experience of the nursing staff and the adequacy of existing legislation professional staff. Descriptive, quantitative study, conducted at the Intensive Care Unit and Neonatal Intermediate Care. We used two instruments to collect data with the nursing staff and the professional relationship and bed occupancy. Employees had an average experience in neonatal units of 14 years; most had more than one vocational training (59.3%. The number of nurses was below the recommended by current professional legislation (12.5% and nursing assistants above (56.2%; 51.9% were employees in other sectors doing overtime. It was concluded that although qualified, which can determine a differentiated service, the team does not meet the recommended sizing standards for professional assistance in these specialized units.

  15. Scientific STAFF and MALT meetings - past, present, and future.

    Science.gov (United States)

    Pahlm, Olle; Swenne, Cees A; Ugander, Martin; Warren, Stafford G; Wagner, Galen S

    2016-01-01

    The scientific STAFF and MALT meetings were created around the turn of the century for scientists engaged in enhancing the role of the 12-lead ECG for detection and quantification of involved myocardium in patients with acute coronary syndrome. These meetings were initially focused on computer processing of data from two single-center databases. The STAFF database was collected in the mid-nineties on patients with prolonged total coronary occlusion; high-resolution 12-lead ECGs were collected before, during, and after 5 minutes of occlusion. The MALT database was created in the early years of this century on consecutive patients with chest pain admitted to a large teaching hospital. Delayed enhancement magnetic resonance imaging and electrocardiograms were recorded in these acutely ill patients. The paper highlights the first 2 decades of the STAFF and MALT meetings and details the meeting format. PMID:26987617

  16. The latest on the recent HR staff survey

    CERN Multimedia

    2009-01-01

    The data collected in the framework of the staff survey sent out by the Human Resources (HR) Department in March this year are currently being analysed. The first results concern the response rate and the breakdown of participants. 1328 staff members replied to the questionnaire, representing a response rate of close to 60%. Marie-Luce Falipou, who is in charge of the project within the HR Department, is evidently satisfied with the result: "The high response rate shows that the staff appreciated HR’s efforts to sound out their opinions and felt concerned by the subjects covered in the questionnaire". All the data are now being processed by the team led by Philippe Sarnin, Director of the Social Psychology Department at the University of Lyon2. "The number of responses submitted during the 15 days the form was available on line was very satisfactory. This is a vital factor in ensuring that we are able to build up an accurate pictu...

  17. Knowledge, attitude and practice of hospital staff management.

    Science.gov (United States)

    Lakbala, Parvin; Lakbala, Mahboobeh

    2013-07-01

    The proper handling and disposal of biomedical waste (BMW) is very imperative. There is a defined set of rules for handling BMW worldwide. Unfortunately, laxity and lack of adequate training and awareness in the execution of these rules leads to staid health and environment apprehension. The objective of the study was to assess the knowledge and attitude of hospital staff to BMW management. The cross-sectional study was conducted on 261 healthcare workers from 9 hospitals, which were randomized from 32 hospitals. The most important finding was a significant (P BMW management. Twenty-nine (19.9%) members of government hospital staff and 37 (32.2%) members of staff from the private sector agreed that BMW management is not just the government's responsibility, but one that every member of personnel should share. This finding will help to address the issue more appropriately, and plan for better training programs and monitoring of BMW management systems in hospitals. PMID:23585502

  18. The relation between intrapersonal and interpersonal staff behaviour towards clients with ID and challenging behaviour: a validation study of the Staff-Client Interactive Behaviour Inventory

    NARCIS (Netherlands)

    A.P.A.M Willems; P.J.C.M. Embregts; G.J.J.M. Stams; X.M.H. Moonen

    2010-01-01

    Background: Interpersonal staff behaviour is one of the instigating factors associated with challenging behaviour in clients with intellectual disabilities (ID). There are several studies focusing on the influence of intrapersonal staff characteristics - such as beliefs, attributions and emotional r

  19. An audit of smoking prevalence and awareness of HSE smoking cessation services among HSE staff.

    Science.gov (United States)

    OhAiseadha, C; Killeen, M; Howell, F; Saunders, J

    2014-04-01

    This audit estimated smoking prevalence and awareness of quit services among Health Service Executive (HSE) staff. A questionnaire posted to a random sample of 1,064 staff received a 71% response rate. Staff smoking prevalence was 15.0% overall, and 4.4% among Medical/Dental staff. Front-line-healthcare staff were less likely to smoke than other staff categories (adjusted OR 0.38, p HSE quit services. Targeted interventions are required to help staff to quit smoking and to boost awareness of quit services.

  20. A Research on the Relationship Between Staff Cognitive Style and Innovative Behavior——Mediating Effect of Staff Psychological Innovative Climate

    Institute of Scientific and Technical Information of China (English)

    LUO Jin-lian; WANG Ya-bin; ZHONG Jing

    2010-01-01

    In the dynamic environment, staff has become the basic working unit when the organizations en-gaged in innovative activities, and the major influencing factors on innovation behavior of organization members have become a hot spot. However, there is still lack of empirical study support in the cur-rent researches of synthesis influence of staff cognitive style and staff psychological innovative climate on staff innovative behavior.

  1. Measuring quality: how to empower staff to take control.

    Science.gov (United States)

    Grant, Lisa; Proctor, Tony

    A vast amount of information relating to standards of patient care is collated from hospital wards, yet there is not always evidence that this information is discussed or acted upon by ward staff. Involving ward staff in setting up systems to monitor performance and then deciding how to address shortcomings uses their insights into care provision and gives them ownership over standards of care. The balanced scorecard is an effective tool for monitoring quality that can be applied to healthcare. This article discusses how to use it to develop and implement systems of measuring the quality of care. PMID:21410000

  2. Is it possible to strengthen psychiatric nursing staff's clinical supervision?

    DEFF Research Database (Denmark)

    Gonge, Henrik; Buus, Niels

    2015-01-01

    AIM: To test the effects of a meta-supervision intervention in terms of participation, effectiveness and benefits of clinical supervision of psychiatric nursing staff. BACKGROUND: Clinical supervision is regarded as a central component in developing mental health nursing practices, but the evidence...... supporting positive outcomes of clinical supervision in psychiatric nursing is not convincing. DESIGN: The study was designed as a randomized controlled trial. All permanently employed nursing staff members at three general psychiatric wards at a Danish university hospital (n = 83) were allocated to either...

  3. Petroleum staff reluctance and adjustment to innovative changes

    Science.gov (United States)

    Makasheva, Yu S.; Makasheva, N. P.; Remnyakov, V. V.; Burykhin, B. S.; Shenderova, I. V.

    2015-11-01

    The modern economy is developing in the direction of innovations implementation. Innovations are becoming the basic prerequisite for the competitiveness of the enterprises. The Russian oil and gas sector innovation issue is very crucial. Low innovation activity of companies could result in a serious threat due to the strong global competition, increased uncertainty and risks. The need for innovative changes often meets reluctance. The reasons of it vary and require serious research. Managers should give special attention to the development of adjustment ability of the staff, to introduce modern methods for improving the adjustment potential of the enterprise staff.

  4. Human Bite of a Staff Nurse on a Psychiatric Unit.

    Science.gov (United States)

    Suguna, Anbazhagan; Joseph, Bobby

    2016-04-01

    Occupational violence among health care professionals is a cause for concern, although often neglected especially in developing countries like India. Violence undermines the healing mission of the health care organization and interferes with the ability of the health care team to optimally contribute to positive patient outcomes. The authors discuss a case of a human bite of a staff nurse on a psychiatric unit in a tertiary care Indian hospital. The reported violence against this staff nurse lead to her admission for emergency care followed by emotional stress. Issues related to prevention of occupational violence are also discussed. PMID:26245465

  5. Computer Literacy among University Academic Staff: The Case of IIUM

    Directory of Open Access Journals (Sweden)

    Shaheen Majid

    1997-06-01

    Full Text Available The objective of this study was to investigate the nature and extent of computing skills of International Islamic University Malaysia (IIUM faculty members. A questionnaire was used to elicit information regarding computer literacy from a sample of 114 faculty members. The study shows that the level of computer literacy among IIUM faculty members is quite low: most of them have been using computers for word processing only. Other computer applications are being used by a limited number of academic staff. Irrespective of the existing level of computer literacy, almost all academic staff showed interest in attending computer courses.

  6. AN EVALUATION OF STAFF MOTIVATION, DISSATISFACTION AND JOB PERFORMANCE IN AN ACADEMIC SETTING

    OpenAIRE

    Mohammed Abubakar Mawoli; Abdullahi Yusuf Babandako

    2011-01-01

    This study seeks to ascertain academic staff level of motivation, dissatisfaction and performance at work. The study employed a survey research method to collect research data from academic staff of Ibrahim Badamasi Babangida University, Lapai, Nigeria. A total of 141 or 64% of the academic staff of the University were sampled out of a population of 219 academic staff. Descriptive statistical tools were used to measure the research variables. The study reveals that academic staffs are very h...

  7. Care staff attributions toward self-injurious behaviour exhibited by adults with intellectual disabilities

    OpenAIRE

    Snow, Elizabeth; Langdon, Peter E; Shirley A. Reynolds

    2007-01-01

    Challenging behaviours may elicit negative emotional reactions and increase stress within care staff. The Leeds Attributional Coding System (LACS) was used to elicit spontaneous causal attributions of staff toward hypothetical clients with challenging behaviours. It was hypothesized that there would be relationships (1) between staff exposure to challenging behaviours and burnout, and (2) between staff cognitions and burnout. Using a cross-sectional correlational design, 41 care staff took pa...

  8. Performance indicators for power reactors

    International Nuclear Information System (INIS)

    A review of Canadian and worldwide performance indicator definitions and data was performed to identify a set of indicators that could be used for comparison of performance among nuclear power plants. The results of this review are to be used as input to an AECB team developing a consistent set of performance indicators for measuring Canadian power reactor safety performance. To support the identification of performance indicators, a set of criteria was developed to assess the effectiveness of each indicator for meaningful comparison of performance information. The project identified a recommended set of performance indicators that could be used by AECB staff to compare the performance of Canadian nuclear power plants among themselves, and with international performance. The basis for selection of the recommended set and exclusion of others is provided. This report provides definitions and calculation methods for each recommended performance indicator. In addition, a spreadsheet has been developed for comparison and trending for the recommended set of indicators. Example trend graphs are included to demonstrate the use of the spreadsheet. (author). 50 refs., 11 tabs., 3 figs

  9. The Relation between Intrapersonal and Interpersonal Staff Behaviour towards Clients with ID and Challenging Behaviour: A Validation Study of the Staff-Client Interactive Behaviour Inventory

    Science.gov (United States)

    Willems, A. P. A. M.; Embregts, P. J. C. M.; Stams, G. J. J. M.; Moonen, X. M. H.

    2010-01-01

    Background: Interpersonal staff behaviour is one of the instigating factors associated with challenging behaviour in clients with intellectual disabilities (ID). There are several studies focusing on the influence of intrapersonal staff characteristics--such as beliefs, attributions and emotional reactions--on staff behaviour. Little is known,…

  10. Environmental Standard Review Plan for the review of license renewal applications for nuclear power plants

    Energy Technology Data Exchange (ETDEWEB)

    O' Brien, J.; Kim, T.J.; Reynolds, S.

    1991-08-01

    The Environmental Standard Review Plan for the Review of License Applications for Nuclear Power Plants (ESRP-LR) is to be used by the NRC staff when performing environmental reviews of applications for the renewal of power reactor licenses. The use of the ESRP-LR provides a framework for the staff to determine whether or not environmental issues important to license renewal have been identified and the impacts evaluated and provides acceptance standards to help the reviewers comply with the National Environmental Policy Act.

  11. Environmental Standard Review Plan for the review of license renewal applications for nuclear power plants

    International Nuclear Information System (INIS)

    The Environmental Standard Review Plan for the Review of License Applications for Nuclear Power Plants (ESRP-LR) is to be used by the NRC staff when performing environmental reviews of applications for the renewal of power reactor licenses. The use of the ESRP-LR provides a framework for the staff to determine whether or not environmental issues important to license renewal have been identified and the impacts evaluated and provides acceptance standards to help the reviewers comply with the National Environmental Policy Act

  12. NRC review of Electric Power Research Institute's Advanced Light Reactor Utility Requirements Document - Program summary, Project No. 669

    Energy Technology Data Exchange (ETDEWEB)

    1992-08-01

    The staff of the US Nuclear Regulatory Commission has prepared Volume 1 of a safety evaluation report (SER), NRC Review of Electric Power Research Institute's Advanced Light Water Reactor Utility Requirements Document -- Program Summary,'' to document the results of its review of the Electric Power Research Institute's Advanced Light Water Reactor Utility Requirements Document.'' This SER provides a discussion of the overall purpose and scope of the Requirements Document, the background of the staff's review, the review approach used by the staff, and a summary of the policy and technical issues raised by the staff during its review.

  13. Assessing the impact of a new health sector pay system upon NHS staff in England

    Directory of Open Access Journals (Sweden)

    Buchan James

    2008-06-01

    Full Text Available Abstract Background Pay and pay systems are a critical element in any health sector human resource strategy. Changing a pay system can be one strategy to achieve or sustain organizational change. This paper reports on the design and implementation of a completely new pay system in the National Health Service (NHS in England. 'Agenda for Change' constituted the largest-ever attempt to introduce a new pay system in the UK public services, covering more than one million staff. Its objectives were to improve the delivery of patient care as well as enhance staff recruitment, retention and motivation, and to facilitate new ways of working. Methods This study was the first independent assessment of the impact of Agenda for Change at a local and national level. The methods used in the research were a literature review; review of 'grey' unpublished documentation provided by key stakeholders in the process; analysis of available data; interviews with key national informants (representing government, employers and trade unions, and case studies conducted with senior human resource managers in ten NHS hospitals in England Results Most of the NHS trust managers interviewed were in favour of Agenda for Change, believing it would assist in delivering improvements in patient care and staff experience. The main benefits highlighted were: 'fairness', moving different staff groups on to harmonized conditions; equal pay claim 'protection'; and scope to introduce new roles and working practices. Conclusion Agenda for Change took several years to design, and has only recently been implemented. Its very scale and central importance to NHS costs and delivery of care argues for a full assessment at an early stage so that lessons can be learned and any necessary changes made. This paper highlights weaknesses in evaluation and limitations in progress. The absence of systematically derived and applied impact indicators makes it difficult to assess impact and impact

  14. An Examination of School Principals', Teachers', and Other Support Staff's Perception of Stress in the School Setting

    Science.gov (United States)

    Brown-Woods, Shunji Q.

    2013-01-01

    Job stress in school staff is a concern for school systems and has an impact on many organizational factors within the school setting. The extent to which school personnel are aware of their stress, coping mechanisms and coping strategies is the focus of this study. The literature review highlights various aspects of stress including the…

  15. Republic of Armenia; Third Review Under the Stand-By Arrangement, Request for Waiver of Nonobservance of Performance Criterion, and Modification of Performance Criteria: Staff Report; Press Release on the Executive Board Discussion; and Statement by the Alternate Executive Director and Advisor for the Republic of Armenia.

    OpenAIRE

    International Monetary Fund

    2010-01-01

    Armenia’s third review under the Stand-By Arrangement and its request for Waiver of Nonobservance of Performance Criterion are discussed. The uptick in inflation was largely driven by exogenous factors, but it is important that these do not feed into further inflationary expectations. The financial sector has been resilient to the crisis and almost all banks are well capitalized. The fiscal stimulus has appropriately supported the economy during the crisis and maintaining priority public sp...

  16. Haiti; Fifth Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility, and Request for Waiver of Performance Criterion, Modification of Performance Criteria, and Extension of the Arrangement: Staff Report; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Haiti.

    OpenAIRE

    International Monetary Fund

    2009-01-01

    This paper discusses key findings of the Fifth Review for Haiti under the Poverty Reduction and Growth Facility. The program seeks to protect critical spending for infrastructure rehabilitation and poverty reduction strategy paper implementation in light of significant revenue shortfalls, thus maintaining growth and reducing the impact of the global crisis on the population. All end-March quantitative criteria, structural benchmarks, and all but one structural performance criteria were met. T...

  17. Republic of Congo; First Review Under the Three-Year Arrangement Under the Poverty Reduction and Growth Facility, Request for Waivers of Nonobservance of Performance Criteria, and Modification of Performance Criteria: Staff Report; Press Release on the Executive Board Discussion; and Statement by the Executive Director for the Republic of Congo

    OpenAIRE

    International Monetary Fund

    2009-01-01

    This paper focuses on the First Review for the Republic of Congo under the Poverty Reduction and Growth Facility (PRGF). Policy implementation under the authorities’ PRGF arrangement through 2008 and the early part of 2009 was broadly satisfactory. The quantitative target on the non-oil primary fiscal balance was observed, but the authorities contracted new nonconcessional external debt. The authorities have also made progress in implementing many of the floating completion point triggers u...

  18. DOE EERE Standard Operating Procedure Peer Review Best Practice and Procedures

    Energy Technology Data Exchange (ETDEWEB)

    None

    2009-01-18

    Objective review and advice from peers - peer review - provides managers, staff, and researchers with a powerful and effective tool for enhancing the management, relevance, effectiveness, and productivity of all of the EERE research, development

  19. Summary and products from the wetland review on Alamosa National Wildlife Refuge

    Data.gov (United States)

    US Fish and Wildlife Service, Department of the Interior — The Alamosa National Wildlife Refuge (ANWR) staff hosted the Middle and Upper Rio Grande Ecoteam's second "Wetland Review" on August 23-24, 2006. Wetland Reviews...

  20. 5 CFR 1200.10 - Staff organization and functions.

    Science.gov (United States)

    2010-01-01

    ... staff is organized into the following offices and divisions: (1) Office of Regional Operations. (2... Employment Opportunity. (8) Office of Financial and Administrative Management. (9) Office of Information Resources Management. (b) The principal functions of the Board's headquarters offices are as follows:...